Class and
Compensation
Study
CITY OF BARSTOW,
CALIFORNIA
Technical Proposal
JULY 11, 2023
RFP
Submitted by:
KHARY KNOWLES
VICE PRESIDENT
5245 AVENIDA ENCINAS, SUITE A
CARLSBAD, CA 92008
760.602.9352
[email protected]
MGTCONSULTING.COM
CITY OF BARSTOW, CA
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL JULY 11, 2023
Table of Contents
A. COVER LETTER............................................................................................................1 B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS........................................3 FIRM PROFILE..................................................................................................................... 3 EXPERIENCE & QUALIFICATIONS ....................................................................................... 6 C. STAFFING/SUB CONSULTANT ...................................................................................11 D. APPROACH AND METHODOLOGY.............................................................................24 CLASSIFICATION AND COMPENSATION METHODOLOGY ............................................... 24 PROJECT MANAGEMENT .................................................................................................26 PROPOSED WORK PLAN...................................................................................................27 TIMELINE ..........................................................................................................................35 E. REFERENCES .............................................................................................................36 APPENDIX A. SAMPLE JCQ ............................................................................................38 APPENDIX B. SAMPLE MIP ............................................................................................45 APPENDIX C. REQUIRED FORMS ...................................................................................46 Proposal Exhibits
Exhibit 1. Project Organizational Structure....................................................................... 11 Exhibit 2. Proposed Schedule............................................................................................ 35 5245 Avenida Encinas, Suite A | Carlsbad, CA 92008 | 888.302.0899 | mgtconsulting.com A. Cover Letter
July 11, 2023
Darcy Wigington, Human Resources Manager
City of Barstow
City Clerk’s Office
220 E. Mountain View Street, Suite A
Barstow, CA 92311
RE: RESPONSE TO RFP CLASS AND COMPENSATION STUDY
Dear Ms. Wigington:
MGT is pleased to present this response to your recent RFP for a Class and Compensation Study for the City of Barstow (City). MGT has been serving public sector clients for nearly 50 years and the proposed staff are experts in classification and compensation studies. We have experience working in the State of California with employee organizations who are seeing similar increases in minimum wage and have a need to attract employees and who are going through comparable organizational evolutions. MGT’s response provides the City with related firm qualifications, key experience, a detailed work plan with timeline, and associated fees to provide services that exceed expectations.
We also have a history with the City. Since 2010, MGT has partnered with the City to complete State Mandated Cost Claiming (SB90). We would welcome the opportunity to continue our engagement with the City – here with a focus on the importance of fair and equitable classification and compensation.
Why is MGT the Most Qualified to Conduct the City’s Study? Experience. MGT has the experience and certifications that HR departments need. MGT staff are certified as Senior Human Resources Management Certified Professionals (SHRMCP), Project Management Professionals (PMP), and Change Management Professionals (Prosci). Additionally, MGT has conducted over 300 human capital studies (e.g., human resources reviews, compensation and classification studies, and organizational reviews) nationwide. Furthermore, many of our clients are repeat clients, attesting to our acumen for local government human resources consulting services and our desire to work with each public sector client to create a lasting bond that ensures their success over time. Best Practices Comparisons. MGT offers the City extensive experience to identify exemplary management practices — reflective of City input and that of comparable localities. This experience gives us not only a ready reference point for reviewing the City’s compensation and classification system, but also provides us with practices that have been proven successful in other similar organizations. This knowledge is of significant value when we design recommendations for improvements.
Sound Findings and Recommendations. In our experience, most major improvements in local government operations require bold thinking. In helping the City reconcile its pay system with its years of development and workforce changes, our team members will not hesitate to question existing organizational structures, programs, policies, rules, statutes, operations, work processes, and staffing patterns. We will make sound recommendations A. COVER LETTER
5245 Avenida Encinas, Suite A | Carlsbad, CA 92008 | 888.302.0899 | mgtconsulting.com for improvements that produce real — not just on paper — savings and ease of future pay administration for the City.
Assistance in the Implementation of Recommendations. We will not simply leave the City with a report and a plethora of recommendations. MGT is prepared to assist the City in developing, implementing, and sustaining an equitable compensation study and classification system. We will create detailed implementation strategies and work with you to successfully achieve the implementation process. We also provide no-cost assistance for a 12-month period following study completion to ensure a smooth transition from current to desired state.
Objectivity and Flexibility. As an independent entity, our only vested interest is that of the client. Therefore, we will apply our extensive experience to generating objective independent solutions to assist the City. In addition, we will be receptive to your insights and concerns and will accommodate any changes necessary to ensure the completion of a valid and responsive final report and, more importantly, an implementable compensation schedule relevant to the City’s realities in 2023 and beyond.
MGT CONTACT INFORMATION
MGT HEADQUARTERS
MGT of America Consulting, LLC
4320 West Kennedy Boulevard | Tampa, Florida 33609
P: 813.327.4717 | www.mgtconsulting.com
FEIN: 81-0890071
PRIMARY OFFICE LOCATION
FOR SERVICES
5245 Avenida Encinas, Suite A | Carlsbad, CA 92008
P 760.602.9352
AUTHORIZED TO BIND THE
FIRM
Patrick J. Dyer, Vice President
P 916.443.3411 | [email protected]
EXECUTIVE-IN-CHARGE OF
PROJECT
Khary Knowles, Vice President, Business Development
P 619.322.3357 | [email protected]
Thank you for the opportunity to submit a proposal to the City of Barstow. MGT does not have any potential conflicts of interest that could limit our ability to provide the requested services. Should you have questions on any aspect of this proposal, please contact Mr. Khary Knowles at 619.322.3357 or [email protected].
Regards,
Patrick J. Dyer
Vice President
Authorized to bind the firm
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 3 B. Consultant Overview and General
Qualifications
Firm Profile
We impact the communities we serve –
for good.
MGT began operations in 1974 as a public sector
research firm. Since then, we have significantly
expanded our consulting capabilities and client
offerings. Today, we are a national consulting firm
specializing in assisting clients to operate more
efficiently and effectively.
MGT has acquired a keen understanding of the
structures, operations, and issues facing public
agencies, like the City. This understanding comes from
nearly 50 years of experience providing innovative yet practical solutions to public sector clients. We provide objective, creative, expert services in the areas of human capital, finance, technology, programming, and planning. We draw on the expertise of our highly qualified staff, most of whom have prior careers at city-, county-, and state-level government offices. This insider's knowledge of government operations and structure gives MGT a competitive advantage and an ability to hit the ground running from the very start of a project.
Our firm includes more than 450 professionals and administrative staff to support our clients’ success.
MGT’s corporate office is in Tampa, Florida, with additional offices around the country as shown below.
Name: MGT of America Consulting, LLC (MGT)
Founded: 1974
Locations: Headquarters in Tampa Florida;
branch offices nationwide
Staff: 450+ consultants across the country
Structure: Privately held and client-driven
Lines of Business: Government Consulting,
Education and Financial Solutions, Diversity
and Inclusion, Human Capital, Cybersecurity
and Technology
Find out more at www.mgtconsulting.com.
B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 4 Our Commitment
Defined by Impact.
The MGT Human Capital team has an impressive track record of providing customized solutions, objective research, creative recommendations, and quality products that respond to each client's unique needs and time requirements.
Impacting
Communities.
For Good.
Part of our success is based upon our promise to be flexible and responsive. We are acutely aware of the political, economic, social, and technological factors that impact today’s public sector clients. MGT is structured into several primary consulting divisions:
MGT understands the City needs a classification and
compensation system that is current and equitable. Our
familiarity with California’s culture and legal
requirements will provide a catalyst for developing a fair study resulting in positions that are classified
appropriately and pay levels and salaries that are justified and regionally competitive, providing a “Bright Future”.
Defined by Our Impact
B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 5 The Right Fit
The MGT Advantage.
MGT has successfully worked with clients on more than 20,000 projects to help them adapt to change while maintaining the vision and direction towards their short- and long-term goals. Our commitment to quality consulting is evidenced by our past performance delivering an extensive range of services to a variety of educational institutions, state and local governmental agencies, and nonprofit organizations.
IMPARTIAL PERSPECTIVE
The City will gain our impartial perspective of the outcomes and findings. As an independent entity, our only vested interest is that of our clients. We apply our extensive experience to generating objective, practical solutions to advance our clients’ strategic priorities
INNOVATIVE AND BOLD THINKING
The City will receive useful recommendations that achieve real results and are ever mindful of the practical and political realities you may face. We understand lasting and meaningful changes require innovative and bold thinking. We do not shy away from questioning everything from organizational structures and work processes to the very statutes and ordinances that create and guide the work of an agency or institution.
EXTENSIVE TRACK RECORD
The City will benefit from our extensive track record of providing consulting services that are similar in scope to this project. Our solutions help the organizations we work with achieve their goals and serve their constituents more effectively and efficiently.
The considerable amount of repeat work we deliver demonstrates our ability to be professional and develop lasting client relationships.
SPECIFICALLY TAILORED
The City’s needs will be met through our specifically tailored solutions. The team is committed to providing customized results, objective research, creative recommendations, and quality products that respond to each client's unique situation.
B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 6 Experience & Qualifications
Incomparable Consulting Expertise.
We are proud to offer the exceptional expertise of our
team members, and our understanding and knowledge of
the City of Barstow’s scope based on years of relevant
experience. We bring the breadth and depth of knowledge and expertise vital to identifying real, practical solutions that meet our clients’ needs. Part of our success is based upon our commitment to be flexible and responsive. We
are acutely aware of the political, economic, social, and technological environments of today’s public sector
environment. More specifically, MGT is adept in
compensation consulting in the state of California as
illustrated by our list of completed projects below.
MGT has conducted more than 300 compensation,
classification, and human resources studies for clients nationwide. Our Human Capital practice is dedicated to
helping our clients find the procedures and people they need to deliver quality service to their constituents. An equitable, competitive, and compelling compensation
structure is key to reaching that goal. As the City of
Barstow pursues modernization of its compensation
system, assuring a fair, competitive, and attractive
compensation package to its employees will go far towards assuring continued quality in the provision of City services.
Projects most relevant to the City completed by MGT are provided below. Contact information for these clients is provided in section E. References.
CITY OF CUDAHY CLASSIFICATION AND COMPENSATION STUDY
To accomplish the City of Cudahy’s project goals, MGT’s study included:
A review of Cudahy’s current salary schedules, organizational charts, and job descriptions. A review of the data gathered through MGT’s Management Issues Paper (MIP) survey was completed by supervisors to identify concerns regarding position levels and descriptions. A review of the data gathered through MGT’s Job Content Questionnaire (JCQ) for selected positions to collect information on a classification’s current educational requirements, FLSA/ADA compliance, internal and external relationships, and job responsibilities and duties. An evaluation of jobs based on the nature of work and the job task assignments for each position.
A review and comparison of salary data from comparable entities (as approved by the City of Cudahy).
Developing an updated compensation system based on relevant market comparisons and assigning positions to appropriate placement within the system. Revision/development of job descriptions for positions. A summary of costs and strategies to implement the competitive compensation structure.
A summary of costs and strategies to implement the competitive compensation structure.
B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 7
CITY OF SAN CLEMENTE CLASSIFICATION AND COMPENSATION STUDY The City of San Clemente sought professional services to review the City's current part-time employee compensation and classification program and to provide guidance on the proper structuring and implementation of a fair and equitable program. The study indicated what actions should be taken to avoid loss of qualified staff and difficulties in recruiting new employees for City employment, while competitively compensating its 184 current part-time employees in 18 job classifications. An Evaluation and benchmarking of the City's total compensation package was reviewed.
CITY OF ST. CLOUD CLASSIFICATION AND COMPENSATION STUDY The City of St. Cloud sought professional services to review the City's current compensation and classification program and to provide guidance on the proper structuring and implementation of a fair and equitable program. The study indicated what actions should be taken to avoid the loss of qualified staff and difficulties in recruiting new employees for City employment, while competitively compensating its 642 current employees in 234 job classifications. An Evaluation and benchmarking of the City's total compensation package was reviewed.
CITY OF WOODINVILLE EMPLOYEE JOB CLASSIFICATION AND COMPENSATION STUDY MGT completed a Classification and Compensation Study for approximately 51 City employees. The goal of this study was to determine appropriate compensation to remain competitive in the market, allowing the City to attract and retain the talent required to provide quality services to the community. MGT’s study included: a comparative analysis that identifies the City’s competitive position in a relative labor market, including comparative City employers; recommendations for necessary changes to total salaries and benefits; and compensation rule and policy recommendations. MGT included the involvement of City Council, management, and staff throughout the study.
CITY OF HERMISTON CLASSIFICATION AND COMPENSATION STUDY The classification and compensation study completed by MGT provided the City with an equitable, competitive, and compelling system to ensure the City enact a fair, competitive, and attractive compensation package to its employees. MGT’s study included approximately 94 employees in 52 job classifications and was comprised of the following activities to accomplish the goals set by the City:
conducting an initial meeting and finalizing the work plan; developing and implementing a communications strategy and holding onsite orientation sessions; reviewing existing classification and compensation system; gathering and evaluating current organizational and employee job data; identifying relevant recruitment markets; conducting market surveys; developing the compensation and classification system and presenting the final report; and developing implementation strategies.
The list below presents a complete list of clients, by state, for which MGT has completed classification, compensation, and other human capital projects.
Alabama
Huntsville City Schools
Mobile Public Schools
University of Montevallo University of North Alabama
Arizona
Maricopa County Maricopa County Sheriff's Office Navajo Nation California
Bi-Valley Medical Clinic
California Department of Education
California Department of General
Services
Grossmont Unified School District
Kings Community Action
Organization
La Mesa-Spring Valley Schools
Sacramento City Unified School
District
Sacramento County Management
Association
B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 8 California Postsecondary Education
Commission
California Student Aid Commission
Cajon Valley Union School District
City of Cudahy
City of San Clemente
Lake Elsinore Unified School
District
Lawndale Elementary Schools
Madera Unified School District
Menifee Union School District
Mono County Office of Education
Solana Beach School District
Stanislaus County Office of
Education
Ukiah Unified School District
University of the Pacific
Walnut Valley Unified School
District
Colorado
Ouray County Poudre School District R-1 State of Colorado Connecticut
University of Connecticut
Delaware
Delaware Solid Waste Authority
Florida
Alachua County Board of
Commissioners
Alachua County Property Appraiser
Brevard County Sheriff's Office
Charlotte County Public Schools
Citizen's Property Insurance
Corporation
Citrus County
Citrus County Clerk of the Court
Citrus County Mosquito Control
District
Citrus County Property Appraiser
Citrus County Tax Collector
City of Apopka
City of Belle Glade
City of Boynton Beach
City of Casselberry
City of Fort Walton Beach
City of Gainesville
City of Gulf Port
City of Key West
City of Lake Mary
City of Lake Worth
City of Lakeland
City of Leesburg
City of Miami
City of North Port
City of St. Cloud
City of Tallahassee
City of Tamarac
City of Tampa
City of Titusville
Columbia County Property
Appraiser County of Glades
Daytona Beach Community College
Disability Rights Florida
Florida Association of Court Clerks,
Inc
Florida Atlantic University
Florida Bar Association
Florida Chiropractic Association
Florida Department of Children and
Families
Florida Department of Juvenile
Justice
Florida Department of
Management Services
Florida Department of
Transportation
Florida Developmental Disabilities
Council
Florida Education AssociationUnited
Florida Gulf Coast University
Florida Gulf Health Systems Agency
Florida House of Representatives
Florida Job Corps
Florida Keys Community College
Florida League of Cities
Florida Lottery
Florida Office of Program Policy
Analysis and Government
Accountability
Florida Office of the Attorney
General
Florida Ounce of Prevention Fund
Florida School for the Deaf and
Blind
Florida State Board of
Administration
Florida State College at Jacksonville
Florida State University
Florida Tax Collectors Association
Florida Transportation Commission
Florida Virtual School
Glades County
Gulf Coast State College
Hillsborough Area Transit Authority
Hillsborough Community College
Hillsborough County
Hillsborough County Tax Collector
Hillsborough Regional Transit
Authority
Jackson County Tax Collector
Joint Underwriting Association
Leon County Property Appraiser
Leon County Tax Collector
Marion County Emergency Medical
Services Alliance
Nassau County Property Appraiser
New College of Florida
Okaloosa County Schools
Palm Harbor Special Fire Control
and Rescue District
Pensacola Area Housing
Commission
Santa Fe College
School Board of Brevard County
Solid Waste Authority of Palm
Beach County
Southwest Florida Water
Management District
St. Johns County Property
Appraiser
State College of Florida - ManateeSarasota
Sunshine 811
Tampa Bay Water
Tampa Sports Authority
Town of Davie
University of Central Florida
Workforce Plus, Tallahassee
B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 9 Georgia
Board of Regents of the University
System of Georgia
City of Albany/Dougherty County
Board of Commissioners
City of Macon
City of Richmond Hill
Dalton State College
Darton College
Fayette County
Georgia College and State
University
Georgia Health Sciences University
(formerly Medical College of
Georgia)
Georgia Southern University
Gwinnett County Public School
System
Gwinnett County Public Library
Henry County School District
Kennesaw State University
Southern Polytechnic State
University
United States Treasury Customs
Service
Valdosta State University
Hawaii
Hawaii Health Systems Corporation University of Hawaii System Idaho
City of Boise Nez Perce Tribe
Illinois
Illinois Board of Higher Education
Kankakee County
Lake County Rockford Board of Education
Iowa
Iowa Valley Community College
District
Hawkeye Community College
Kirkwood Community College Northeast Iowa Community College Louisiana
City of Baton Rouge Parish of East Baton Rouge
Recreation and Park Commission
Port of Iberia
Maine
University of Maine
Maryland
Baltimore City Community College
Baltimore County Public Schools
Cape Cod Mosquito Control Project
Community College of Baltimore
County
Hartford County Public Schools
Maryland Environmental Service
Montgomery College
Norfolk County Mosquito Control
District
Michigan
Central Michigan University
City of Muskegon
Dickinson County
Gogebic County
Livingston County
Lenawee County
Menominee County
St. Clair County
West Shore Community College
Minnesota
Minnesota State University System
Missouri
City of Columbia Southeast Missouri State University St. Louis Community College New Jersey
The Richard Stockton College of
New Jersey
New York
Corning Community College SUNY - Clinton Community College Nevada
Southern Nevada Regional Housing Authority
North Carolina
Chapel Hill-Carrboro Schools
Chatham County
City of Canton
City of Waynesville
Davidson County Personnel
Department
Haywood County
Mayland Community College
North Carolina Association of
County Commissioners
North Carolina Community College
System
North Carolina Education Lottery
Piedmont Community College
Pitt Community College
Town of Maiden
Town of West Jefferson
University of North Carolina
Wake County Personnel
Department
B. CONSULTANT OVERVIEW AND GENERAL QUALIFICATIONS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 10 Oklahoma
Cherokee Nation Enterprises City of Oklahoma City Oklahoma County Oregon
City of Hermiston
Jackson County
Klamath County
Oregon Institute of Technology
Oregon University System
Pennsylvania
Centre Area Transportation
Authority
Lancaster County Pittsburgh Public Schools
Rhode Island
Roger Williams University Rhode Island Housing Authority Rhode Island Student Loan Authority
South Carolina
Anderson County School District 5
Anderson Regional Joint Water
System
Bonita Springs Fire Control and
Rescue District
Chester Metropolitan District
City of Anderson
City of Cayce
City of Easley
City of Florence
City of Gaffney
City of Georgetown
City of Lancaster
City of Newberry
City of Simpsonville
County of Lancaster
Dillon County
Dorchester County
Dorchester County Library
Greenville County Recreation
District
Greenwood Metropolitan Sewer
Hampton County
Jasper County
Midlands Technical College
Municipal Association of South
Carolina
Oconee County
Oconee County Public Schools
Pickens County
Richland County
River Banks Zoo
South Carolina Department of
Public Safety
South Carolina Education Lottery
Town of Hampton
Western Carolina Regional Sewer
Authority
York County
York County Library
York Electric Cooperative, Inc.
Tennessee
City of Kingsport Memphis City Schools
Texas
Austin Independent School District
Bastrop County
Burnet County
City of Brownsville
City of Corpus Christi
City of La Porte
City of Longview
City of San Antonio
Dallas Area Rapid Transit
Dallas Independent School District
Kerr County
Texas A&M University - Kingsville
Texas A&M University - Texarkana
Texas Southmost College
Texas State Technical College
Travis County
University of North Texas System
Virginia
Albemarle County
City of Chesapeake
City of Newport News
City of Richmond
Fairfax County Public Schools
Region 10 Community Services
Board
Tidewater Community College
Virginia Commonwealth University
Washington
City of Woodinville
Clark College
Green River College Washington State Board for
Community and Technical
Colleges
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 11 C. Staffing/Sub Consultant
The success of a consulting engagement depends on the qualifications of the project team and the way in which the review is structured and managed.
All our work with clients is characterized by the belief that we can only be successful if our clients develop the knowledge, capacity, and mechanisms to help themselves. To that end, all our services:
Build on our clients’ existing strengths and resources while pressing them to address areas of weakness.
Assist our clients to learn about widely recognized best practices and emerging research. Encourage our clients to develop the habit of selecting and collecting essential data and acting on it.
Help our clients maximize the efficiency and effectiveness of their human and fiscal resources. Provide pragmatic and affordable solutions that will be deliverable and sustainable long term.
Illustrated in Exhibit 1 is the proposed management structure for this project, which has been designed to define the roles and responsibilities of each team member assigned to this project and to facilitate project management. The strength and experience of our team will allow for efficient and effective project management and results. Each team member has a wide range of project experience working with clients similar to the City of Barstow. The team we have designated is highly experienced with this type of engagement, and therefore requires little orientation time.
Exhibit 1. Project Organizational Structure
KHARY KNOWLES, M.Ed.
Execu�ve-in-Charge
RICK LABIB-WOOD, MPH
Project Director
PROJECT ADVISORS
LAMONT BROWNE, Ed.D.
DEI Advisor
CLASSIFICATION AND
COMPENSATION TEAM
JESSICA ANCONA
ANGELA BISHOP
ROSS HESSLER, MSI
SANDRA MCCOY, MBA
BRANDON LEDFORD, SHRM -SCP, MPP, PMP
SHEENA HORTON, PMP
CRAIG MCALPIN
Business Advisor
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 12 Project Staff Roles and Responsibilities
ROLE ASSIGNED RESPONSIBILITIES
CITY OF BARSTOW
REPRESENTATIVE
We look forward to working with the City Representative to build a long-lasting and trustworthy partnership that produces innovative solutions to your goals for this Classification and Compensation Study.
EXECUTIVE-IN-CHARGE
Khary Knowles, M.Ed.
The Executive-in-Charge holds the following responsibilities:
Ensuring the team fulfills all contractual requirements. Managing resources appropriately.
Resolving any conflicts during the project or point of escalation for any challenges.
Final authority over project deliverables.
PROJECT DIRECTOR
Rick Labib-Wood, MPH
The Project Director holds the following responsibilities:
Main point of contact for the City.
Day-to-day management of the project, tasks, and deliverables. Oversight over service and deliverable quality.
Management of all project deadlines.
Maintains frequent contact with the City Project Officer throughout the lifecycle of the project.
SUPPORT TEAM
Jessica Ancona
Angela Bishop
Ross Hessler, MSI
Sandra McCoy, MBA
Brandon Ledford, SHRM-SCP,
MPP, PMP
Sheena Horton, PMP
Lamont Browne, Ed.D.
Craig McAlpin
The Support Team holds the following responsibilities:
Work closely with the City under the direction of the Project Director to carry out the various tasks and deliverables.
Utilize individual subject matter expertise to customize and execute each work task and fulfill the City’s stated expectations.
Conduct collection and analysis of relevant data including professional development.
Review, document, evaluate, and generate recommendations in accordance with each component of the work plan.
Resumes
Resumes of each team member are provided on the following pages. The personnel described in our proposal are the professionals who will provide the services for this project.
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 13 Khary S. Knowles, M.Ed., M.Arch.
Executive-In-Charge | Managing Vice President
Mr. Khary Knowles has over 20 years of experience in the construction and architectural industry. Mr. Knowles has a proven history of restructuring businesses, programs, and projects through improved leadership, organization, and productivity. With extensive experience in educational and business practices, he has orchestrated successful multimillion-dollar programs, practices, and offices. Mr. Knowles’ varied experience as client, educator, designer, program manager, planner, contractor, board member, parent volunteer, and community representative has made it possible for him to achieve client goals in a creative and cost-effective manner.
Areas of Expertise
Innovation specialist & strategy executive
Construction and architectural experience and management GIS analysis, enrollment projections and capacity and utilization analysis Education
Master of Education (M.Ed), Educational Leadership, Concordia University – Portland, OR Master of Architecture (M.Arch), University of California – Los Angeles (UCLA) Bachelor of Science - Secondary Education (B.S.S.E), University of Portland, OR − Certificate – Professional Business Developer, Business Development Guild – Phoenix, AZ (2020) − Certificate – School Business Management (CBO) Certification Program, University of Southern California (USC) – Rossier School of Education (2015)
− Certificate - C.A.S.H. School Facilities Leadership Academy, Coalition for Adequate School Housing/FCMAT – Sacramento, CA (2011)
− Certificate – LEED AP, U.S. Green Building Council (2007) Sample of Relevant Project Experience
• La Mesa-Spring Valley Unified School District (CA) |
Classification and Compensation Study
• County of Livingston (MI) | Classification and
Compensation Study
• Tampa Bay Water (FL) | Compensation Study Update
• City of Boise (ID) | Classification Study
• City of Cudahy (CA) | Classification and Compensation Study
• City of San Clemente (CA) | Classification &
Compensation Study
• Prosper Portland (OR) | Classification and Compensation Study
• Perris Union High School District (CA) | Salary Survey • County of Livingston (MI) | Classification and
Compensation Study
• Oceanside Unified School District: $160M Facilities
Master Plan; Community/Principals Liaison
• San Marcos Unified School District: $500 M Facilities Bond Program; Executive Director of Facilities Planning & Development
• Inglewood Unified School District: $90 M Facilities Bond Program; Program Manager
• El Monte Union High School District: $30 M Site and
Program Assessment; Community Liaison/Facilitator
• Colton Joint Unified School District (CA) | Facility Use Fees
• South Bay Union School District (CA) | Fiscal Support Services
• Ojai Unified School District (CA) | Fiscal Support Services Professional Background
EH&A, now part of MGT of America Consulting, LLC, 10/2021 – present DLR Group (California), Principal/Business Development Leader, 7/2019 – 6/2021 Vanir Construction Management, Executive Director of Education (National), 7/2017 – 6/2019 McKissack & McKissack, PM/CM – Director of Operations (California), 5/2015 – 5/2017 San Marcos Unified School District, Executive Director of Facilities, Development & Planning, 4/2013 – 5/2015 Erickson-Hall Construction Company, Senior Program & Pre-Construction Manager, 10/2007 – 4/2013 C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 14 Frederick “Rick” Labib-Wood, MPH
Project Director | Director
Mr. Frederick “Rick” Labib-Wood has over 45 years of experience managing human resource programs in a variety of public sector organizations including over 20 years in public schools in California. He previously served as the Classified Personnel Director for the Personnel Commission of the San Dieguito Union High School District in Encinitas, California, and during part of that time he was also on the planning committee and training staff of the Classified Employees Development Academy (CEDA), a joint venture of the San Diego County Office of Education, the California Association of School Business Officials (CASBO), and the California School Employees Association (CSEA). He has coordinated human resources legislative research and testimony for the State of Hawaii’s Department of Personnel Services and spearheaded that agency’s policy development for launching the State’s flexible working hours program as well as leading a research project to set up a job-sharing program for State employees and departments.
Areas of Expertise
Project Management
HR Management and Administration Systems
Classification and Compensation Studies
Change management and reorganization
Education
Masters of Public Health (MPH), University of Hawaii, Manoa Campus 1986 B.A., French, Austin College 1968
Diplôme d’Études de civilisation française from the Sorbonne, University of Paris, France 1967 Human Resources Practitioner Experience Teaching Experience Related to Human Capital Director of Classified Personnel, San Dieguito Union High School District, Encinitas, California
Supervising Analyst, Personnel Department, Riverside County, California
Personnel Management Specialist, Department of Personnel Services, State of Hawaii
YNC (Retired), U.S. Coast Guard and Coast Guard Reserve Core Adjunct Faculty in MA-HRM Program, National
University, San Diego, California
Adjunct Faculty, School of Public Administration, San Diego State University
Sample of Relevant Project Experience
• Cajon Valley Union School District (CA) | Classification and Compensation Studies
• Alpine Union School District (UT) | Classification and Compensation Study
• Lake Elsinore USD (CA) | Classification and Compensation Study
• Madera USD (CA) | Classification and Compensation
Study
• Navajo Tribal Utility Authority (AZ) | Compensation Study • County of Livingston (MI) | Classification and
Compensation Study
• La Mesa-Spring Valley Unified School District (CA) |
Classification and Compensation Study
• Berkeley Public Schools (CA) | Classification and
Compensation Study
• Perris Union High School District (CA) | Salary Survey • Tuscola County Health Department (MI) | Compensation
Study
• Muskegon County (MI) | Classification and Compensation Study
• Tampa Bay Water (FL) | Compensation Study Update
• Lenawee County (MI) | Classification and Compensation Study
• The Western Pennsylvania School for the Deaf (PA) |
Classification and Compensation Study
• City of Boise (ID) | Classification Study
• Madera County Superintendent (CA) | Classification and Compensation Study
• City of San Clemente (CA) Classification and
Compensation Study
• Prosper Portland (OR) | Classification and Compensation Study
• Mendocino County Office of Education (CA) |
Classification and Compensation Study
• Lakeside Union Elementary School District (CA) |
Classification and Compensation Study
• Lawndale Elementary (CA) | Classification and
Compensation Study
• Ukiah USD (CA) | Classification and Compensation Study • Sonoma County Office of Education (CA) | Classification Review
• Walnut Valley USD (CA)| Classification and Compensation Study
• Solana Beach USD (CA) | Classification and Compensation Study
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 15 Ross Hessler, MSI
Project Director | Director
Mr. Ross Hessler, MSI, has more 30 years of experience in human resources in the education field. He has been serving as an Associate with Eric Hall and Associates (EH&A), consulting in school districts throughout California. Prior to joining EH&A, he was a Human Resources Director for many years and an analyst before that, at both large (Los Angeles USD) and small districts. He has worked on a variety of classification and compensation consulting projects, in coordination with the agency’s human resources department. He contributes as a team member to support districts in accomplishing their mission in a variety of ways, considering cost effectiveness, time considerations, and resources. Working collaboratively to ensure long-term relationships with stakeholders is a key interest in performing high-quality, thorough, detail-oriented work.
Areas of Expertise
Classification review – job analysis, employee selection Compensation – survey, analysis strategies
School District Operations – classified employment specialty Education
Masters, Industrial Psychology - CSU, Long Beach
B.S., Business Management - CSU, Long Beach
Sample of Relevant Project Experience
• Lake Elsinore USD (CA) | Classification and Compensation Studies
• Cajon Valley Union School District (CA) | Classification and Compensation Studies
• Madera USD (CA) | Classification and Compensation
Studies
• Santa Ana USD (CA) | HR Support Services
• Perris Union High School District (CA) | Salary Survey • City of Boise (ID) | Classification Study
• Prosper Portland (OR) | Classification and Compensation Study
• City of Hillsboro (OR) | Classification and Compensation Study
• IEM Charter Schools | Compensation Study
• Cottonwood School | Transition support
Professional Background
MGT of America Consulting, LLC – Director, Human Capital Services Eric Hall & Associates, Associate, January 2020 – December 2020 Fountain Valley School District, Human Resources Director, August 1999 – December 2019 City of Huntington Beach – Principal Personnel Analyst, July 1996 – August 1999; Los Angeles County Office of Education – Personnel Analyst, August 1993 – July 1996; Escondido Union School District – Personnel Analyst – June 1991 – August 1993; Los Angeles Unified School District – January 1989 – June 1991 C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 16 Angela Bishop
Project Manager | Associate
Ms. Angela Bishop is a Human Resources administrator with a passion for managing high performing teams and ensuring a positive employee experience.
Areas of Expertise
Human resources administration strengths-based
leadership talent acquisition
Employee engagement
Performance management
Position classification
Compensation studies
Organizational studies branding & marketing
Strong customer and partnership focus with a teamoriented spirit Confident communicator, outstanding listener, curious about people, creative problem-solver and cultivator of lasting relationships
Education Professional Development
Bachelor’s Degree – Public Administration, San Diego State University
Various workshops and trainings, including Gallup employee engagement; position classification and compensation;
supervisory and communication skills; reengineering of
Human Resources; DFEH/EEOC processes and
investigations; project/time management
Sample of Relevant Project Experience
• Madera USD (CA) | Classification and Compensation
Study
• La Mesa-Spring Valley Unified School District (CA) |
Classification and Compensation Study
• Berkeley Public Schools (CA) | Classification and
Compensation Study
• Perris Union High School District (CA) | Salary Survey • City of Boise (ID) | Classification Study
• Madera County Superintendent (CA) | Classification and Compensation Study
Professional Background
MGT of America Consulting, LLC, Associate, Facilities Services, April 2022 – Present Merit System Support, 2020 – April 2022
Multiple school district and agency assignments, including Interim Executive Director-Personnel Commission Services, San Mateo County Office of Education; Interim Director-Personnel Commission, Poway Unified School District; Berkeley Unified compensation study; California School Personnel Commissioner (CSPCA) projects.
Cajon Valley Union School District – Director, Classified Personnel, January 2006 - December 2020 Direct classified and operational Human Resources functions for a large elementary school district, including recruitment, examination, selection, appointment, promotion, demotion, transfer, resignation, layoff, reemployment, employee leaves, classification and compensation, performance management, discipline, reasonable accommodation, tuition reimbursement and other related programs.
Conduct full life-cycle recruitment building out talent pipelines in various job classifications including professional, secretarial/clerical, instructional support and a variety of skilled trades classifications; conduct classification and compensation studies for all job classifications.
Creative approach to sourcing and maintaining a qualified pipeline of talent.
Employer branding and marketing activities.
San Diego County Office of Education – Employment Services Supervisor, January 2001 - December 2005 Supervise and provide leadership to the Employment Services Department support team.
Conduct recruitment, examination development, testing and selection functions.
Conduct classification and compensation studies for a wide variety of job classifications.
San Diego Unified School District – Analyst III, Human Resources, September 1985 - December 2000 Human Resources Analyst for the 8th largest school district in the nation and 2nd largest in California.
Perform recruitment, examination and selection activities including sourcing candidates, reviewing applications, screening candidates, developing written examinations and behavioral/situational interview questions, and scheduling interviews with hiring teams.
Conduct classification and compensation studies for a wide variety of job classifications.
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 17 Sandra McCoy
Project Manager | Associate
Ms. Sandra McCoy is a staple in the community and adored by many for her dedication to improving the community through education over two decades in her life.
Ms. McCoy has served in directorial leadership roles for two of the largest employers in the Antelope Valley and Orange County; recently retiring from service at SAUSD, the 11th largest school district in California. Ms. McCoy has been able to create a lasting impact in each role she has filled through her creative insight, unique capabilities, and community prowess. Whatever her hands touch prosper and there is not a shadow of a doubt, the next two decades will be even great.
Education Certifications
Master of Business Administration, University of Phoenix Bachelor of Psychology, Chapman University
Association of CA School Admin. School Business Managers Academy
Association of CA School Admin.
Sample of Relevant Project Experience
• La Mesa-Spring Valley Unified School District (CA) |
Classification and Compensation Study
• Berkeley Public Schools (CA) | Classification and
Compensation Study
• Muskegon County (MI) | Classification and
Compensation Study
• Madera County Superintendent (CA) | Classification and Compensation Study
• City of Cudahy (CA) | Classification and Compensation Study
Professional Background
MGT of America Consulting, LLC, Associate, April 2022 – Present Santa Ana Unified School District, Director of Human Resources, 2022 Classified Personnel Specialist
Strategic Leader and Transformative Management
Improvement of departmental and organizational operations Performance, productivity, and efficiency strategist
Service oriented to students of diverse backgrounds
Classification and compensation analyst
Palmdale School District, Assistant Director of Human Resources, 2018 Credentials Analyst
Executive Assistant to the Superintendent
Performance, productivity, and efficiency strategist
Service oriented to students of diverse backgrounds
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 18 Brandon W. Ledford, SHRM-SCP, MPP, PMP
Project Director | Senior Vice President
Mr. Brandon Ledford is responsible for driving the growth and execution of MGT’s human capital and resource consulting services, which includes classification and compensation/salary studies, policy and procedure development, organizational reviews, and best practice research. For over ten years, he has assisted global clients in all industries with human capital, public policy, management consulting, revenue performance management, strategy, business transformation, data analytics, and strategic communications. Prior to joining the MGT leadership team, he was the Vice President overseeing the Human Resources and Policy and Compliance departments of a global technology company and has been a consultant for both Booz Allen Hamilton and Deloitte. Mr. Ledford also has interned for the U.S.
Supreme Court and White House Office of Science and Technology Policy. He holds a Master of Public Policy from George Mason University’s School of Public Policy, a Bachelor of Arts from the Pennsylvania State University, is a certified Project Management Professional (PMP), Change Management Professional (Prosci), and a Society of Human Resources Management Senior Certified Professional (SHRM-SCP).
Areas of Expertise
Human Capital
Business Transformation
Data Analytics
Public Policy
Strategic Communications
Strategy
Education Honors
M.P.P., Health Policy, Science and Technology Policy, George Mason University, 2011
B.A., Comparative Literature, Latin, The Pennsylvania State University, 2006
Innovation and Entrepreneurship Certificate, Stanford
University, 2020
Society of Human Resources Management, Senior Certified Professional (SHRM-SCP), February 2021
Prosci Change Management Certificate, February 2020
Project Management Professional (July 2013 – Present)
Lean Six Sigma Yellow Belt (August 2012 – Present)
The Horatio Alger Scholarship, four consecutive years
Martha V. and Walter A. Pennino Endowed Scholarship
American Cancer Society Champion College Scholarship
Carolyn’s Compassionate Children Scholarship
The Harry W. Klinger University Scholarship, four
consecutive years
The Brandon Ledford Scholarship
Sample of Relevant Project Experience
• Antelope Valley College District (CA) | Classification and Compensation Study
• Beaufort County School District (SC) | Needs
Assessment
• Brevard County School Board (FL) | Districtwide
Compensation Study
• Centre Area Transportation Authority (PA) |
Classification and Compensation Study
• CF Solutions | Classification and Compensation Study
• City of Apopka (FL) | Classification and Compensation Study
• City of Gainesville (FL) | Executive Recruiting
• City of Hermiston (OR) | Classification and
Compensation Study
• City of Stockton (CA) | Equity Assessment, Commercial Cannabis Program
• City of Toledo (OH) | Disparity Study
• Gogebic County (MI) | Classification and Compensation Study
• Green River College (WA) | Classification and
Compensation Study
• Gulf Coast State College (FL) | Compensation and Class Study
• Gwinnett County Public Library (GA) | Compensation
Plan Evaluation Services
• Harford County Public Schools (MD) | Compensation
and Benefits Study
• Hawaii Health Systems Corporation | Classification and Compensation Study; Executive Performance Review
System Design
• Hillsborough Area Regional Transportation Authority
(FL) | Classification and Compensation Study
• Hillsborough Community College (FL) | Administrator
Classification and Compensation Study
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 19 Brandon W. Ledford, SHRM-SCP, MPP, PMP
Project Director | Senior Vice President
• City of Woodinville (WA) | Classification and
Compensation Study
• Colorado Division of Accounts and Control | Trainers, Facilitators, Organizational Development Consultants
• County of Charles (MD) | Operational and
Organizational Assessment
• County of Glades (FL) | Employee Policy and Handbook
Development
• County of Jackson (OR) | Classification and
Compensation Study
• County of Lancaster (SC) | Classification and
Compensation Study
• County of Maricopa (AZ) | Human Resources Services
• County of Maricopa (AZ) | Rate Methodologies &
Recommendations
• County of Maui (HI) | Performance Audit
• County of Ouray (CO) | Classification and Compensation Review and Update
• County of York (SC) | Ongoing Classification and
Compensation Services
• Dallas Area Rapid Transit (TX) | Benefits Assessment
• Disability Rights Florida | Classification and
Compensation Study
• East Central College (MO) | Compensation and
Classification Study
• Florida Atlantic University | Organizational Assessment • Florida Department of Education | Review of Florida
Safe School Assessment Tool
• Florida Development Disabilities Council | Classification and Compensation Study
• Florida Office of Program Policy Analysis and
Government Accountability | Florida Clerks of Court
Organizational Review
• Horry County Schools (SC) | Classification and
Compensation Study
• Indiana Department of Administration | School
Corporation Emergency Management Services
• Lancaster County (SC) | Classification and
Compensation Study
• Maryland Environmental Service | Classification and
Compensation Study
• Navajo Nation | Compensation Study
• North Carolina Education Lottery | Compensation and
Classification Study
• Orleans Parish School Board (LA) | Diversity, Equity, and Inclusion Study
• Pittsburgh Public Schools (PA) | Classification and
Compensation Study
• Santa Fe College (FL) | Classification and Compensation Study
• Sault Tribe (MI) | Classification and Compensation
Study
• Southern Nevada Regional Housing Authority |
Classification and Compensation Study
• State of Colorado | Organizational Review; Training
• Tampa Bay Partnership (FL) | Organizational Review
• Tampa Bay Water (FL) | Compensation and
Classification Study
• Texas Southmost College | Market Surveys and
Evaluations
• University of Arkansas for Medical Sciences |
Compensation Study
• University of Nevada, Las Vegas | Strategic Planning
• Washington Suburban Sanitary Commission (MD) |
Consulting Services for a Disparity Study
• West Shore Community College (MI) | Compensation
and Classification Study
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 20 Sheena Horton, PMP
Project Manager | Director
Ms. Sheena Horton is a certified Project Management Professional (PMP) and provides oversight and project management for MGT’s human capital projects. She has significant experience conducting classification and compensation studies, organizational reviews, program/performance evaluations, needs assessments, program/service realignments, policy development, best practices research, strategic planning, and business process analyses. In addition to her work on human capital projects, Ms. Horton also has assisted other MGT practices with student housing studies, facilities and education suitability assessments, student literacy and school safety program evaluations, and community engagement projects. She holds a Master of Science degree from Florida State University’s School of Criminology and Criminal Justice, and two Bachelor of Arts degrees from the University of North Carolina at Greensboro in Sociology with a Criminology concentration and in English. Ms. Horton currently serves on the Southeast Evaluation Association’s Board as Outreach Chair and is a former President of the Association. She also is regularly involved with the American Evaluation Association’s Topical Interest Groups and AEA365 blog.
Education Professional Affiliations
M.S., Criminology and Criminal Justice, Florida State
University, 2008
B.A., Sociology with a concentration in Criminology, English, University of North Carolina-Greensboro, 2004
American Evaluation Association, 2011–Present
Southeast Evaluation Association, 2001–2021
Project Management Institute, 2015–Present
RTP Evaluators, 2019–Present
Honors
Seminole 100 Honoree, Florida State University, 2020
International Sociology Honor Society, 2004
International Student Honor Society, 2003
Professional Background
MGT of America Consulting, LLC, Director, 2010–Present
Healthy Families Florida, Program Coordinator, 2008–2009 Salem Press, Staff Writer, 2007–2008
Measurement, Inc., Reader/Evaluator, 2006
Choicepoint, Criminal Records Specialist, 2004- 2005
Sample of Relevant Project Experience
• Antelope Valley College District (CA) | Classification and Compensation Study
• Bastrop County (TX) | Classification and Compensation Study
• Brevard Public Schools (FL) | Compensation Study
• Centre Area Transportation Authority (PA) |
Compensation Study
• City of Apopka (FL) | Classification and Compensation Study
• City of Hermiston (OR) | Classification and
Compensation Study
• City of Kingsport (TN) | Classification and Compensation Study
• City of New York (NY) | Disparity Study
• City of Portsmouth (VA) | General Employees’ Pay Study Phase I & II
• Gulf Coast State College (FL) | Compensation and
Classification Study
• Gwinnett County Public Library (GA) | Compensation
Plan Evaluation Services
• Harford County Public Schools (MD) | Compensation
and Benefits Study
• Hawaii Health Systems Corp | Classification and
Compensation Studies
• Hillsborough Area Regional Transportation Authority
(FL) | Classification and Compensation Study
• Hillsborough Community College (FL) | Classification
and Compensation Study
• Horry County Schools (SC) | Classification and
Compensation Study
• Indiana Department of Administration | School
Corporation Emergency Management Services
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 21 Sheena Horton, PMP
Project Manager | Director
• City of Woodinville (WA) | Classification and
Compensation Study
• Colorado School of Mines | Job Architecture and Pay
Equity Consulting
• County of Galveston (TX) | Galveston County Sheriff's Office Compensation Review
• County of Gogebic (MI) | Classification and
Compensation Study
• County of Jackson (OR) | Classification and
Compensation Study
• County of Kerr (TX) | Compensation/Classification Study • County of Klamath (MI) | Classification/Compensation
and Equal Pay Studies
• County of Lancaster (PA) | Total Compensation Study
• County of Lancaster (SC) | Classification and
Compensation Study
• County of Maricopa (AZ) | Rate Methodologies and
Recommendations
• County of Ouray (CO) | Classification and Compensation Review and Update
• County of St. Clair (MI) | Peer Selection Compensation Study
• County of York (SC) | Classification and Compensation Study (2); Pay Grade, FLSA Review, & Job Description;
Classification/Compensation Updates
• Disability Rights Florida | Classification and
Compensation Study
• East Central College (MO) | Compensation Study
• Florida Developmental Disabilities Council |
Classification and Compensation Study
• Florida Department of Education | Review of Florida
Safe School Assessment Tool
• Florida Transportation Commission | Management
Salary Compensation Study
• Green River College (WA) | Classification and
Compensation Study
• Maricopa County Sheriff's Office (AZ) | Internal Affairs Staffing Study
• Maryland Environmental Service | Classification and
Compensation Study
• Navajo Nation (AZ) | Classification and Compensation
Study
• North Carolina Education Lottery | Classification and Compensation Study
• Oconee County (SC) | Position Evaluations and Job
Descriptions; Compensation and Classification Study
• Ohio Department of Education | Evaluator of the Ohio
Teacher Evaluation System Pilot Program
• Office of Program Policy Analysis and Government
Accountability (OPPAGA) (FL) | Organizational Review of Florida Clerks
• Pittsburgh Public Schools (PA) | Classification and
Compensation Study
• Rhode Island Student Loan Authority | Compensation
and Benefit Study
• Santa Fe College (FL) | Classification and Compensation Study
• Sault Tribe (MI) | Classification and Compensation
Consulting Services
• South Carolina Education Lottery | Classification and Compensation Plan
• Southern Nevada Regional Housing Authority |
Classification and Compensation Study
• Southwest Vermont Supervisory Union | Organizational
Review
• State of Colorado | Organizational Review
• Tampa Bay Water (FL) | Classification and
Compensation Study
• Texas Legislative Budget Board (6 ISDs) | Student
Behavior Management Performance Review
• Texas Southmost College | Market Surveys and
Evaluations
• University System of Georgia | South Georgia Needs
Assessments
• West Shore Community College (MI) | Compensation
and Classification Study
C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 22 Jessica Ancona
Project Manager | Associate
Ms. Jessica Ancona is a passionate leader in education and government stemming from her unique background, experience, and existing government relationships cultivated over 20+ years. She thrives in maximizing opportunities and experiences for students and community members in public service, public administration, and politics. She pivoted her career to serve as spokesperson and advocate on behalf of a mission-driven organization/agency with a community-focused agenda to improve the conditions of all community stakeholders; with equal access to resources and funding for education, healthcare, and job/economic opportunities.
Areas of Expertise
Planning – visioning, developing, and orchestrating strategic goals within various organizations Management & Operations – employee management, budget development, resource management, risk management Organizational Leadership – non-profit organization relations, job placement, policy development, negotiations, campaign management, community development
Education
Master’s in Education, Azusa Pacific University
Bachelor of Arts, Chicano/Chicana Studies, University of California, Los Angeles Master’s in Governance Certificate | Board President’s Training, California School Board Association Human Resources Certificate, Personnel Academy, Association for California School Administrators Sample of Relevant Project Experience
• County of Livingston (MI) | Classification and
Compensation Study
• Tampa Bay Water (FL) | Compensation Study Update
• City of Hillsboro (OR) | Classification and Compensation Study
• Mendocino County Office of Education (CA) |
Classification and Compensation Study
• Lawndale Elementary (CA) | Classification and
Compensation Study
Professional Project Experience
• City of El Monte: Raised $200K for mayoral election.
• City of El Monte: Worked to bring forth a new skate park and aesthetic enhancements to Fletcher Fetch Park as well as with two TOD developments underway with multi-generational condos, mixed-use development, and parking. • El Monte City School District: Oversaw school district administrators as well as provided accountability to and advocacy on behalf of the community for an annual budget of $111.2M, 1,285 employees, and student enrollment of 8,471. • El Monte City School District: Set vision and goals for the District, in collaboration with board members and the Superintendent, adopted and updated board policies to achieve priorities, and provided fiscal oversight including a sound budget.
• Marco Antonio Firebaugh High School: Supervised 150 personnel, provided oversight of two departments, and school enrollment of 1,550 students.
• Muscatel Middle School: Managed the enrollment of 561 students, annual operating budget of $141K, and supervised 60 personnel.
Professional Background
EH&A, now part of MGT of America Consulting, LLC, Associate, 02/2023 - present City of El Monte, Mayor, 2020 - present
City of El Monte, Councilwoman, 2018 - 2020
L.A. Metro, Councilmember – San Gabriel Valley Service Council, 2022 - present Los Angeles County Sanitation Districts, Director for District 15, 2020 - present Foothill Transit, Governing Board Member, 2018 - present El Monte City School District, Governing Board Member/President, 2013 - 2018 Marco Antonio Firebaugh High School, Assistant Principal, 2019 - 2023 Muscatel Middle School, Principal, 2014 - 2019
Muscatel Middle School, Assistant Principal, 2010 – 2014 C. STAFFING/SUB CONSULTANT
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 23 Lamont Browne, Ed.D.
DEI Advisor | Vice President
Dr. Lamont Browne is an accomplished systems and people leader with a diverse background as a public school administrator, corporate trainer, and team leader. Dr. Browne was educated at the University of Delaware, earning a Bachelor of Science degree in Business Administration, a Master’s degree in Education, and a Doctoral degree in Educational Leadership. He also attended the University of Colorado where he earned an MBA.
Dr. Browne is a strong educational, business, diversity, and talent leader, and is a change agent focusing on quality, equity, and inclusivity. He excels in utilizing a data-driven analytical approach and high EQ to develop high-functioning teams who work collaboratively to design and implement strategic systems that enhance academic and organizational performance. He is nationally recognized as an awardwinning education leader for being performance-driven, leadership development, and achieving results that improve school systems and the advancement of marginalized peoples and communities.
Areas of Expertise
Entrepreneurial Leadership
Business Strategy
Leadership Development
Turnaround Leadership
Organizational Culture
Building Diverse/Inclusive Teams
Community Engagement
Strategy Development
Partnerships/Fundraising
Executive Communication
People/Career Development
Cross-functional Collaboration
Education
Master of Business Administration, University of Colorado Doctor of Education: Leadership, Administration, and Policy, University of Delaware Master of Education: Curriculum and Instruction, University of Delaware Bachelor of Science in Business Administration: Finance, University of Delaware Craig McAlpin
Business Advisor | Director
Mr. Craig McAlpin has more than 14 years of experience in education and operations. He previously served as the Chief Business Officer of Banning Unified School District (CA), managing 8 district departments and a budget of $72 million. During his leadership with Banning USD, he facilitated a Budget Stabilization Plan with shareholders to allow the district to improve their financial projections and become fiscally solvent. Additionally, he oversaw a multimillion-dollar districtwide Facility Upgrade Program that focused on the enhancement and needed changes to site structures, student furniture, and HVAC systems for both students of today and for students of tomorrow. During his career in education management, he has served as a district member for the Citizens Oversight Committee for multiple districts and has been a key member serving on district negotiating teams. He has completed budgets for both large and small districts and has direct knowledge of reporting requirements and deadlines for both fiscal and facility departments. In the ever-changing education management world that is continually evolving, he knows the demands that are put on staff daily and the importance of continual training and professional development opportunities to help them succeed in providing the best education to the students that they help serve.
Areas of Expertise
Fiscal and Facility Strategic Planning
Multi-Department Operational Management
Professional Development
Education
B.A., Business Administration – Azusa Pacific University, May 1997 Chief Business Official Education Partnership Training Program – California Association of School Business Officials (CASBO), May 2011
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 24 D. Approach and Methodology
Strict adherence to a detailed work plan and schedule specifically designed for conducting a quality compensation and classification study with clear reporting dates for each major activity.
MGT has experience nationally and with state and local governmental organizations in California which will provide for the development of a Classification and Compensation study that follows current employment trends and is legally defensible and easy for management to administer and maintain. We understand the ultimate goal of this study is to ensure the City’s classification and compensation system is fair and equitable. Ultimately, our project deliverables for the completed study will include:
A comprehensive evaluation of the pay plan and compensation policies. Evaluation of existing pay policies and practices.
Job-task analysis/job audit of all employee positions. Determination of job classification compliance with federal and state laws. Comprehensive compensation survey within the competitive area. Recommendation for a revised pay plan.
Presentation of the completed study, if needed.
Recommendation for a revised benefit package.
Recommendation for appropriate equity adjustments.
Recommendations for new policies and procedures for developing and maintaining a fair and competitive pay plan and a career track/progression/retention program. Estimate of the fiscal impact of the recommended changes.
Classification and Compensation Methodology
Conduct
Initial
Meeting
&
Finalize
Work Plan
Develop &
Implement
Comm.
Strategy
Review
Existing
Class &
Comp
System
Gather &
Evaluate
Employee
Job Data
Identify
Relevant
Recruit.
Markets
Conduct
Market
Surveys &
Benchmark
All Pos.
Revise /
Prepare
Job Desc.
Develop
Class /
Comp
System &
Present
Reports
Develop
Implem.
Strategies
PROVIDE ONGOING SUPPORT
Classification and Compensation Study Key Tasks
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 25
INITIAL MEETINGS AND ORIENTATION SESSIONS
Upon agreement to proceed, MGT’s study team will virtually meet with the City Project Officer to discuss the study’s objectives and compensation philosophy, along with the strengths and limitations of the current classification and compensation system and benefits packages. MGT’s representatives will then request documentation about current compensation and classification programs and discuss these systems to develop an understanding of current concerns.
During these initial meetings, MGT will review the scope, content, and methodology of the study; review employee expectations and commitment; and establish appropriate time frames for completing and returning necessary forms. MGT also will maintain frequent contact with the City Human Resources staff and leadership to ensure the final components of the revised classification and pay plan meet the City’s expectations.
JOB CONTENT QUESTIONNAIRE©
MGT anticipates certain job classification incumbents included in the study may be asked to complete a comprehensive Job Content Questionnaire©. A sample JCQ is provided in Appendix A of this proposal.
MGT's JCQ is a standardized instrument that collects detailed data on a position’s duties and qualifications and allows for objective analyses of job content across organizations. If the City currently has a job data collection instrument it prefers instead, then the desired tool could be utilized, as needed, for data collection.
Consistent with best practices, the purpose of the MGT JCQ is to:
Better understand and document job duties.
Assist in determining the necessary minimum education, experience, and training requirements (including certification and licenses) for individual positions and promotion considerations. Compare jobs in the identified recruitment market(s).
MGT will provide virtual orientation sessions via Microsoft Teams, Zoom, Skype for Business, or a tool preferred by the City for employees to explain how to complete the questionnaire and the types of data required. Supervisors and department heads will be asked to review the forms completed by employees for completeness and accuracy, making additional comments, as necessary. MGT appreciates the fiscal constraints that are common to our municipal clients. As such, we are prepared to facilitate the process remotely or in conjunction with the virtual orientations as preferred by the City.
JOB EVALUATION AND CLASSIFICATION
Data will be gathered through MGT's JCQ for the analysis of current job descriptions or class specifications.
MGT staff will then review the City’s current pay schedule and benefits program as part of the overall analysis for developing the compensation and classification plan(s) and benefits recommendations described above.
Wage and salary data will identify the current market rate for City positions within units included in the study. Based on this data, the management team will be able to determine what competitive position they wish the pay plan to take in the local labor market. This will affect salary ranges, and, in turn, the City’s recruiting abilities.
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 26
REPORTS
MGT's final recommendations for the study will reflect the identified and highly visible mission, vision, and compensation philosophy of the City. We will provide a draft report with detailed cost recommendations to the City Project Officer to ensure all aspects of the proposed report meet standards and provide viable recommendations. After reviewing the draft report, we will make any needed revisions and submit the final report. We will also meet virtually to review the final results of the study, discuss alternatives for funding the recommendations made in the final report to include implementation options that may include multi-year phase-in approaches, and train staff on files to perform updates between future studies.
Project Management
MGT uses proven project management methodologies — multiple practitioners have their Project Management Professional (PMP) and Prosci Change Management certifications — to ensure we deliver project results that are on time, on budget, and meet or exceed client expectations by identifying longterm, decision-making solutions.
We find that the two most critical keys to project success are planning and communication.
We take very intentional measures
to define milestones,
responsibilities, and delivery dates
in our planning process, and to
track work progress against the
work plan daily, providing weekly
project status reports. As soon as
the contract is awarded, we
enhance the project work plan that
was included in our proposal by
adding specific milestones, delivery
dates, and consultant
responsibilities. We refine this plan
with input from our project
initiation meeting(s) with the client.
We employ problem-solving skills,
technology, and staff adaptability to
react to variances between work
plan projections and actuals to meet the City’s deadline.
Throughout this process we remain in frequent communication with the client to avoid surprises or conflict. Our project teams are in regular contact with the Project Executive, providing weekly project status updates and bi-weekly status calls to provide a summary of progress and to address any risks or variances from the planned schedule.
Our team’s approach to compensation and classification studies is based on the methodologies, models, and tools that we have developed for this specific type of work, coupled with nearly 50 years of service to public sector organizations across the country. To successfully conduct a study, it is important to fully understand the environment in which the organization operates and the objectives of the study in order to provide a complete, forward-thinking compensation and classification program and final report for the City.
Quality Review
through
Compara�ve
Variance Analysis
Timely
Performance
Responsiveness
and Flexible to
Client Concerns
Communica�on
Throughout the
Project Lifecycle
Assignment
of Quality
Staff
Ini�al Project
Planning
Sa�sfied
Client With
Quality
Product
MGT Client Satisfaction Components
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 27 Proposed Work Plan
The tasks below represent MGT’s proven work plan for Compensation and Classification studies.
WORK PLAN TASKS
TASK 1.0: Conduct Initial Meeting and Finalize Project Work Plan TASK 2.0: Develop and Implement a Communications Strategy; Hold Orientation Sessions TASK 3.0: Review Existing Classification and Compensation System TASK 4.0: Gather and Evaluate Current Organizational and Employee Job Data TASK 5.0: Identify Relevant Recruitment Market(s)
TASK 6.0: Conduct Market Survey(s) & Benchmark All Positions TASK 7.0: Revise and Prepare Job Descriptions as Needed TASK 8.0: Develop Compensation and Classification System; Present Report TASK 9.0: Develop Implementation Strategies
TASK 10.0: Provide Ongoing Assistance
The work plan outlined below consists of ten tasks, with the final task being our commitment to work with our client partners for 12 months post-study completion to address study-related questions that may arise. The nature of these tasks requires that some be done sequentially, while others may occur simultaneously.
CONDUCT INITIAL MEETING AND FINALIZE PROJECT WORK PLAN
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To meet with the designated Project Officer, and other key staff as determined by the Project Officer, to gain a comprehensive and mutual understanding of the project’s background, goals, and scope. To identify, in more detail, the specific objectives and expectations for the study, other specific needs and concerns, the level of staff involvement required, and the strategies to be employed during the study. To ensure MGT’s team has a solid understanding of the present compensation system and the system’s strengths and weaknesses. To make any needed modifications to the work plan, expected outcomes, or timeline to ensure all parties agree regarding the scope and project goals.
To agree upon a work plan, timeline, deliverables, and monitoring procedures that will lead to the successful accomplishment of all project objectives.
Revised work plan and
timeline.
Data Request Checklist
Work Activities
1.1 Meet with the designated Project Officer and key client staff members (as appropriate) to accomplish the following:
─ Review the technical approach and work plan to make any necessary modifications. ─ Finalize the project schedule and assign initial responsibilities. ─ Determine how and when to best communicate project activities with the Project Officer, City staff, and administration, as appropriate.
D. APPROACH AND METHODOLOGY
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RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 28
1.2 Obtain relevant reports and current data, including but not limited to:
─ Existing job descriptions with detailed accounts of major duties, responsibilities, and requirements.
─ Organizational charts detailing supervisory roles for reviewing/approving job descriptions. ─ Current compensation plan(s) and personnel policies that relate to classifications, job descriptions, and pay plan issues as well as benefits administration. ─ Current guidelines used to place new or reclassified positions within the current structure(s).
─ Any previous studies, evaluations, or other reports as applicable to this project. ─ Benefits package details.
1.3 Review data requirements for preparing and administering MGT’s JCQ to address any potential data collection issues. The JCQ is used to capture specific job data on factors such as education requirements, experience requirements, financial authority, job complexity, authority, essential job duties, physical demands, and work environment (i.e., FLSA and ADA requirements).
1.4 Revise the work plan and finalize the timeline for each project task with the designated Project Officer, and update the following, as needed:
─ Data collection approach, in terms of questionnaires and related documentation. ─ Specifications of deliverables.
─ Revised schedule of deliverables.
─ Monitoring and/or reporting procedures.
DEVELOP AND IMPLEMENT A COMMUNICATIONS STRATEGY, HOLD
ORIENTATION SESSIONS
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To provide key stakeholders with input into study goals and objectives at the beginning of the process.
To create a clear and simple strategy to communicate the compensation and classification study process to stakeholder groups. To obtain input from employees on the study goals and objectives. To maximize opportunities for participation and review by key stakeholders.
Remote orientation session(s)
if desired.
Solicitation and discussion of
key stakeholder feedback.
Communications plan set for
status updates.
Customized Frequently Asked
Questions (FAQ) document
for employees.
Work Activities
2.1 Work with the Project Officer to schedule orientation presentation(s), if desired, with City staff and administration to provide an outline of the project, tasks, and timelines, and to explain how employees will be involved in project activities.
This activity will include a review of the JCQ and the Management Issues Paper© (MIP) (found in Appendix B) data collection processes to promote a smooth and quality data collection process.
The MIP survey serves two major purposes: 1) to offer supervisory employees the opportunity to briefly express their concerns regarding the current compensation and classification system, D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 29 as well as organizational structure, to the project team; and 2) to identify key areas of focus to set the analysis and review process in the proper direction.
2.2 Identify any critical issues raised during the orientation session(s), or through interviews/focus groups with key department staff and share with the Project Officer.
2.3 Resolve and/or prepare a strategy for addressing critical issues.
2.4 Agree upon, and document, future communications including periodic update meetings and additional meetings to present the final report to designated stakeholders.
2.5 Agree upon, and document, future communications with key stakeholders and the Project Officer for providing status updates on the progress of work plan tasks.
REVIEW EXISTING CLASSIFICATION AND COMPENSATION SYSTEM
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To perform a comprehensive review of the current compensation system. To assess the current compensation policies in terms of assigned target market value to determine competitiveness.
To review the current job descriptions for employees. To review related compensation administration policies and the factors currently used in determining pay grade or salary level. To identify opportunities to consolidate job classes and overall compensation program to ease future maintenance of such frameworks Assessment of current
compensation system.
Work Activities
3.1 Review existing pay structures and compensation philosophy documentation. Request and verify data for each employee, including but not limited to, name, current salary, years of service, rank in the organization, organizational structure, recruitment market classification, and assigned department.
3.2 Analyze job placement in the current system using current job descriptions, duties, and responsibilities gathered from the JCQ data collection, employees’ educational credentials, employee longevity within the City, current position, and other relevant work experience.
3.3 Identify classifications and incumbents that fall outside of the predicted placement in the compensation plan.
3.4 Review the existing pay structure and note potential issues to be resolved.
GATHER AND EVALUATE CURRENT ORGANIZATIONAL AND EMPLOYEE
JOB DATA
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To review existing position compensation and classification plan documents, current organizational charts, prior studies, and databases. To administer MGT’s JCQ, as modified to meet your needs, to employees to collect relevant job data for analysis.
To administer MGT’s MIP survey to offer supervisory employees the opportunity to identify compensation, classification, and organizational problems relating to their own areas of responsibility. Administration of MGT’s JCQ
(or current instrument, if
desired) and MIP surveys.
Analysis of JCQ and MIP data.
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 30 To review JCQ and MIP data and related information.
Work Activities
4.1 Work with the Project Officer to administer the JCQ, or current instrument utilized by the City — if preferred — to employees included in this engagement.
4.2 Work with the Project Officer to modify and administer the MIP survey to supervisory employees included in this engagement.
4.3 Review the MIP surveys completed by administrators, managers, and supervisors to identify concerns regarding position levels and descriptions, organizational structure, and other issues as needed.
4.4 Review and analyze the results from the JCQ data collection to assist in the determination of the following:
─ Education and experience requirements.
─ Certification/license requirements.
─ Levels of responsibility and authority.
─ FLSA/ADA compliance.
─ Internal and external relationships.
─ Updated job duties and responsibilities, including physical requirements.
IDENTIFY RELEVANT RECRUITMENT MARKETS
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To identify the appropriate recruitment market(s) for positions included in the study and for use in the selection of relevant market data sources. Recruitment market(s)
identified.
Data sources identified for
benchmarking.
Work Activities
5.1 Work with the Project Officer to identify the appropriate public / private recruitment market(s) for included positions. Market levels may include City-recommended local jurisdictions at the state, county, town, or other locality level. Additional regional and national benchmarks may be included for more uniquely competitive positions, such as senior leadership/executive roles.
5.2 Identify appropriate data sources for benchmarking positions. Data sources may include:
─ Salary.com CompAnalyst data available and designed to support unique situations, such as hybrid positions.
─ Data gathered through market peer salary surveys from identified comparable organizations (see Task 6.0 below).
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 31
CONDUCT MARKET SURVEYS & BENCHMARK ALL POSITIONS
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To determine appropriate public and private organizations, in collaboration with the Project Officer, that offer comparable employment opportunities to use for benchmark comparisons. Consideration will be given to the following criteria:
─ Geographic Area (Location). The geographical scope of the labor market survey (i.e., local, statewide, regional, or national recruitment areas).
─ Service Structure. Organizations with comparable jobs and similar organizational structure and economic characteristics.
─ Size. Comparability of organizational size (measured through number of management and non-management positions, budget, population served, etc.).
To select benchmark positions that meet the approval of the Project Officer and are appropriate to use in conducting a market salary survey.
Benchmarks selected for the market salary survey should be based on the following criteria:
─ Benchmarks should be reasonably well-known and concisely described.
─ Benchmarks should have a clear and identifiable relationship to other classes in their occupational group to ensure they will serve as a good reference point in relating and establishing salaries for other classes within their job category.
─ Benchmarks should be representative of the various functional areas, job categories, and pay levels.
Creation and distribution of
market survey(s).
Analysis of market survey
results.
Work Activities
6.1 Establish a set of benchmark classifications consisting of selected positions that are utilized by the City and comparable organizations.
6.2 In close collaboration with the City, identify comparable organizations to survey and use for benchmark comparisons.
6.3 Conduct salary surveys.
6.4 Analyze data.
6.5 Prepare report of survey results.
REVISE AND PREPARE JOB DESCRIPTIONS AS NEEDED
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To revise staff job descriptions, as needed, in an agreed upon format. A set of updated job descriptions.
Documented process for
evaluating new/revising
current jobs.
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 32 Work Activities
7.1 Review and examine JCQ data, MIP data, and additional comments from key stakeholders and managers concerning each position, personnel organizational charts, and similar documents.
7.2 Develop a draft job description format, if desired. All job descriptions will be updated in Microsoft Word format and will include factors such as but not limited to:
─ Essential job functions.
─ Knowledge, skills, and abilities.
─ Minimum qualifications.
─ Materials and equipment used.
─ Special certifications or requirements.
─ ADA characteristics of the position (i.e., physical, environmental, and sensory).
7.3 Make appropriate revisions to job descriptions.
7.4 Document process used to evaluate new/revise current jobs and provide as an operating guide.
DEVELOP COMPENSATION AND CLASSIFICATION SYSTEM, PRESENT REPORT
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To provide an updated/new compensation system that:
─ Reflects the relevant competitive recruitment markets. ─ Is flexible to manage and update for ongoing maintenance and administration.
─ Contributes to the overall efficiency and effectiveness of operations. ─ Reflects the mission, goals, and strategic plan.
─ Provides implementation strategies for moving employees into the new structure(s).
─ Provides flexibility and guidelines for maintenance of the new structure(s).
To develop and present a final report containing a detailed narrative about the study’s methodology, results, implementation strategies, guidelines for maintenance, and implementation costs. The final report will include a detailed description of the development and characteristics of the proposed pay structure(s), including grade and range spreads.
Includes onsite presentation on the study results if desired. Draft report.
Final report.
Work Activities
8.1 Confirm with the Project Officer and other appropriate officials the desired characteristics of the updated City compensation and classification system.
8.2 Integrate employee and classification data into compensation and implementation reports.
8.3 Develop draft models for the City’s consideration. The drafts will provide steps for transitioning employees from their current classifications and/or salary structures to the proposed system.
8.4 Identify the financial impact of the revised compensation system.
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 33
8.5 Review the draft compensation system, including financial impact, with the Project Officer and other appropriate staff.
8.6 Complete revisions, if any and as appropriate, and prepare and provide the final report, which includes an onsite presentation on the study results. The final report will detail the recommended compensation system and results of the market comparisons, including an overview of the key issues, methodology, and recommendations of the study. Specifically, the final report will include the following:
─ Identification of organizations surveyed and the selected benchmarks. ─ Identification of how City positions relate and compare to the market. ─ Survey data information.
─ Inclusion of those classes where no market data were identified, if any, and discussion of how those positions are classified to ensure internal equity. ─ Detailed narrative of the study’s methodology, processes, and data selection. ─ Detailed description of the creation and characteristics of the proposed system. ─ Tables reflecting proposed salary structures and the recommended salary grade ranges for each classification.
─ Costs to implement study recommendations with the presentation of phase-in options. ─ Identification of outliers (i.e., employees falling above or below current proposed minimum and maximum salaries).
─ Guidelines for ongoing system maintenance and administration. Includes best practices on promotions, transfers, succession planning, and other compensation policies.
DEVELOP IMPLEMENTATION STRATEGIES
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To provide phase-in options and cost projections for proposed changes. To provide policies and procedures for long-term system maintenance and administration.
To assist in communicating the results of the classification and compensation study to key stakeholders.
Phase-in options and cost
projections.
Policies and procedures for
system maintenance and
administration.
Communication of study
results.
Work Activities
9.1 Review study results with the Project Officer and other key staff, as directed, to identify and determine options for migrating the City from its current system to the recommended system.
9.2 Communicate study results to designated City leadership, including staff and administration, as desired.
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 34
PROVIDE ONGOING ASSISTANCE
OBJECTIVE(S) PROJECT DELIVERABLE(S)
To provide staff consultation for a period of 12 months. On-call consultation for 12 months. (MGT maintains
ongoing relationships with all
clients.)
Work Activities
10.1 Prepare compensation system materials and training for administering and maintaining the system and share with the Project Officer and key stakeholders. Revise, as necessary, and provide final copies. All materials are provided in Microsoft Word or Excel format, and there is no additional software necessary for purchase in implementing and maintaining the new system.
10.2 Provide consultation to HR on the maintenance and administration of the system.
10.3 Follow up with key City staff to address any issues related to system implementation.
Work Plan Assumptions
Providing assumptions helps the entire team (client and consultant) fully understand each other’s expectations for the project. The following outlines our work plan assumptions:
1) MGT will work with the City to find the appropriate balance between onsite and virtual work due to the COVID-19 pandemic. MGT can and has successfully performed all tasks virtually. 2) The City will designate a Project Officer in concert with (or prior to) project kick-off. 3) All phases of the project will involve significant input from key identified City stakeholders, including the Project Officer.
4) MGT will request employee/position data in a standard database format (Excel). The City will need to provide a usable database within a reasonable amount of time (e.g., two weeks) to meet the agreed upon study schedule. The initial work conducted by MGT’s team will be dependent on receiving the requested information in this database request. MGT will provide immediate notification if the database does not meet specifications. If data (e.g., employee names, salaries, etc.) cannot be provided, any additional programming or data mining work performed by MGT to establish a usable database or to clean a database provided by the City will be approved prior to initiation.
5) If the City prefers that MGT utilize additional sources of salary data (e.g., a subscriber service, or regional salary survey), the City will facilitate MGT’s access and bear any associated costs. 6) Data collection and analyses will primarily be conducted online, with interviews and focus groups utilized as necessary to ensure successful project outcomes. 7) The implementation of the new system will be dependent upon the City’s fiscal considerations and other factors to be identified by the City during the work effort. 8) The study is divided into tasks, although some will occur simultaneously to best meet the City’s desired schedule. In order to meet the quick turnaround schedule proposed, any additional reviews of materials by the City will need to occur within one week of submission.
D. APPROACH AND METHODOLOGY
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 35 9) A clear and concise implementation plan and strategy will be provided to the City to enable an appropriate phase-in of study results.
10) MGT will be available to the City for a period of 12 months following the completion of the project, as needed, for implementation follow-up.
11) Final reports are assumed final, if we do not hear from the City within two weeks of report delivery (email or hard copy).
The entire classification and compensation study process is transparent, and all data collection instruments, methodology, and final outcomes will be documented in great detail. All files are provided in Excel or Word formats for maximum implementation efficiency and periodic updating.
Timeline
Based on MGT’s experience conducting similar studies and the RFP requirements, we anticipate the project can be completed within 10 months of project initiation as illustrated in Exhibit 2, with a final completion date of October 15, 2024.
Exhibit 2. Proposed Schedule
Customer Support
We will not simply leave you with a report and a plethora of recommendations. MGT is prepared to assist you in developing, implementing, and sustaining an equitable compensation study and classification system. We will create detailed implementation strategies and work with you to successfully achieve the implementation process. We provide no-cost assistance for a 12-month period following study completion to ensure a smooth transition from current to desired state.
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 36 E. References
A leader in public sector classification and compensation studies.
Many of our clients have contracted with MGT for multiple projects or updates; we feel repeat business is the greatest testament to our commitment to customer service and client satisfaction. We encourage you to contact any of our references to learn of our professionalism, ability to meet timelines, and the expertise of our staff.
CITY OF CUDAHY CLASSIFICATION AND COMPENSATION STUDY
11/2022 – 03/2023 | CONTRACTED AMOUNT: $54,880
NOEL BARAJAS, HUMAN RESOURCES MANAGER
5220 SANTA ANA STREET | CUDAHY, CALIFORNIA 90201
(323) 773-5143 EXT. 223 | [email protected]
To accomplish the City of Cudahy’s project goals, MGT’s study included:
A review of Cudahy’s current salary schedules, organizational charts, and job descriptions. A review of the data gathered through MGT’s Management Issues Paper (MIP) survey was completed by supervisors to identify concerns regarding position levels and descriptions. A review of the data gathered through MGT’s Job Content Questionnaire (JCQ) for selected positions to collect information on a classification’s current educational requirements, FLSA/ADA compliance, internal and external relationships, and job responsibilities and duties. An evaluation of jobs based on the nature of work and the job task assignments for each position.
A review and comparison of salary data from comparable entities (as approved by the City of Cudahy).
Developing an updated compensation system based on relevant market comparisons and assigning positions to appropriate placement within the system. Revision/development of job descriptions for positions. A summary of costs and strategies to implement the competitive compensation structure.
A summary of costs and strategies to implement the competitive compensation structure.
CITY OF SAN CLEMENTE CLASSIFICATION AND COMPENSATION STUDY 10/26/2022 – 4/4/2023 | CONTRACTED AMOUNT: $17,668
JOHANNE THORDAHL, HUMAN RESOURCES MANAGER
910 CALLE NEGOCIO | SAN CLEMENTE, CALIFORNIA 92673
(949) 361-8203 | [email protected]
The City of San Clemente sought professional services to review the City's current part-time employee compensation and classification program and to provide guidance on the proper structuring and implementation of a fair and equitable program. The study indicated what actions should be taken to avoid loss of qualified staff and difficulties in recruiting new employees for City employment, while competitively compensating its 184 current part-time employees in 18 job classifications. An Evaluation and benchmarking of the City's total compensation package was reviewed.
E. REFERENCES
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 37 CITY OF ST. CLOUD CLASSIFICATION AND COMPENSATION STUDY 7/13/2021 – 10/31/2021 | CONTRACTED AMOUNT: $58,160
MIMI TRAN, DIRECTOR OF HUMAN RESOURCES & RISK MANAGEMENT 1300 9TH STREET | ST. CLOUD, FLORIDA 34769
(407) 957-7359 | [email protected]
The City of St. Cloud sought professional services to review the City's current compensation and classification program and to provide guidance on the proper structuring and implementation of a fair and equitable program. The study indicated what actions should be taken to avoid loss of qualified staff and difficulties in recruiting new employees for City employment, while competitively compensating its 642 current employees in 234 job classifications. An Evaluation and benchmarking of the City's total compensation package was reviewed.
CITY OF WOODINVILLE EMPLOYEE JOB CLASSIFICATION AND COMPENSATION STUDY 2/6/2020 – 7/31/2021 | CONTRACT AMOUNT: $27,895
ALEX HERZOG, ASSISTANT TO THE CITY MANAGER
17301 133RD AVENUE NE | WOODINVILLE, WASHINGTON 98072
(425) 877-2275 | [email protected]
MGT completed a Classification and Compensation Study for approximately 51 City employees. The goal of this study was to determine appropriate compensation to remain competitive in the market, allowing the City to attract and retain the talent required to provide quality services to the community. MGT’s study included: a comparative analysis that identifies the City’s competitive position in a relative labor market, including comparative City employers; recommendations for necessary changes to total salaries and benefits; and compensation rule and policy recommendations. MGT included the involvement of City Council, management, and staff throughout the study.
CITY OF HERMISTON CLASSIFICATION AND COMPENSATION STUDY 7/9/2019 – 11/30/2019 | CONTRACTED AMOUNT: $15,725
MARK KRAWCZYK, CTP, DIRECTOR OF FINANCE
180 NE 2ND STREET | HERMISTON, OREGON 97383
(541) 567-5521 | [email protected]
The classification and compensation study completed by MGT provided the City with an equitable, competitive, and compelling system to ensure the City enact a fair, competitive, and attractive compensation package to its employees. MGT’s study included approximately 94 employees in 52 job classifications and was comprised of the following activities to accomplish the goals set by the City:
conducting an initial meeting and finalizing the work plan; developing and implementing a communications strategy and holding onsite orientation sessions; reviewing existing classification and compensation system; gathering and evaluating current organizational and employee job data; identifying relevant recruitment markets; conducting market surveys; developing the compensation and classification system and presenting the final report; and developing implementation strategies.
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 38 Appendix A. Sample JCQ
APPENDIX A. SAMPLE JCQ
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 39 APPENDIX A. SAMPLE JCQ
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 40 APPENDIX A. SAMPLE JCQ
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 41 APPENDIX A. SAMPLE JCQ
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 42 APPENDIX A. SAMPLE JCQ
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 43 APPENDIX A. SAMPLE JCQ
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 44 CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 45 Appendix B. Sample MIP
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 46 Appendix C. Required Forms
Completed form is provided on the following page.
APPENDIX C. REQUIRED FORMS
CITY OF BARSTOW, CA | JULY 11, 2023
RFP | CLASS AND COMPENSATION STUDY – TECHNICAL PROPOSAL PAGE 47 4320 West Kennedy Boulevard, Tampa, Florida 33609
888.302.0899 | www.mgtconsulting.com
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