November 12, 2021
Citywide Compensation
Study Proposal
City of Commerce
Koff & Associates
GEORG S. KRAMMER
Managing Director, Compensation and Rewards Consulting
2835 Seventh Street
Berkeley, CA 94710
www.KoffAssociates.com
[email protected]
Tel: 510.274.2760
Fax: 510.652.5633
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com November 12, 2021
Ms. Ela Pappo
Director of Human Resources
2535 Commerce Way
Commerce, CA 90040
Dear Ms. Pappo:
Thank you for the opportunity to respond to your Request for Proposals for a Citywide Compensation Study for the City of Commerce (“City”). We are most interested in assisting the City with this important study and feel that we are uniquely qualified to provide value to your organization based on our experience working with other cities, counties, special districts, joint-powers associations.
Koff & Associates, now a Gallagher company, is an experienced Human Resources and Recruitment Services firm providing human resources services to cities, counties, special districts, courts, educational institutions, and other public agencies for 37 years. The firm has achieved a reputation for working successfully with management, employees, and governing bodies. We believe in a high level of dialogue and input from study stakeholders and our proposal speaks to that level of effort. Our firm’s extra effort has resulted in close to 100% implementation of all our classification and compensation studies.
Koff & Associates ensures that each of our projects is given the appropriate resources and attention, resulting in a high level of quality control, excellent communication between clients and our office, commitment to meeting timelines and budgets, and a consistently high-caliber work product.
As a Managing Director of Koff & Associates, I would assume the role of Project Director and be responsible for the successful completion of project. I can be reached at our Berkeley address and the phone number listed on the cover page. My email is [email protected].
This proposal will remain valid for at least 90 days from the date of submittal. Please call if you have any questions or wish additional information. We look forward to the opportunity provide professional services to the City of Commerce.
Sincerely,
Georg S. Krammer
Managing Director, Compensation and Rewards Consulting
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com
TABLE OF CONTENTS
Qualifications of Firm 1
References 2
Key Personnel / Organizational Chart / Biographies 5
Management Overview and Approach 12
Timeline 16
Cost Proposal 17
Exceptions / Deviations 20
Contractual Requirements 21
- Memorandum of Insurance
Signature Page
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 1 QUALIFICATIONS OF FIRM
Koff & Associates(“K&A”) is a full-spectrum, public sector human resources and recruitmentservices firm that was founded by Gail Koff in 1984, and has been assisting special districts, cities, counties , other public agencies, and non-profit organizations with their human resources needs for 37 years.
As of April 30, 2021, we are in the process of merging with Arthur J. Gallagher and are now officially a Gallagher Division. Our headquarters are in Berkeley, CA, and we have satellite offices in Southern California, the Central Valley, the Sacramento Region, and the Western Region.
We are familiar with the various public sector organizational structures, agency missions, operational and budgetary requirements, and staffing expectations. We have extensive experience working in both union and non-union environments (including service as the management representative in meet & confer and negotiation meetings), working with Boards of Directors, Boards of Commissioners, Boards of Supervisors, City Councils, County Commissions, Boards of Trustees, Merit Boards, and Joint Power Authorities.
The firm’s areas of focus are classification and compensation studies (approximately 70% of our workload); executive search and staff recruitments; organizational development/assessment studies; performance management and incentive compensation programs; development of strategic management tools; policy/procedure development and employee handbooks; public agency consolidations and separations; Human Resources audits; and serving as off-site Human Resources Director for our smaller public agencies that need the expertise of an Human Resources Director but do not need a full-time, on-site professional.
Without exception, all our studies have successfully met all our intended commitments; communications were successful with employees, supervisors, management, and union representatives; and we were able to assist each agency in successfully implementing our recommendations. All studies were brought to completion within stipulated time limits and proposed budgets.
The firm’s long list of clients (please see https://koffassociates.com/our-clients/) is indicative of its reputation as being a quality organization that can be relied on for producing comprehensive, sound and cost-effective recommendations and solutions. K&A has a reputation for being “hands on” with the ability and expertise to implement its ideas and recommendations through completion in both union and nonunion environments.
K&A relies on our stellar reputation and the recommendations and referrals of current and recent past clients to attract new clients. Our work speaks for itself and our primary goal is to provide professional and technical human resources assistance with integrity, honesty, and a commitment to excellence.
We are very proud of the fact that we have only had a handful of formal appeals in our entire history, working with hundreds of public agency clients and completing hundreds of studies and other projects.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 2 REFERENCES
Agency & Project Contact
City of Anaheim (population: 352,497)
Classification Study, completed 2018.
Compensation Study, for 100 management classifications
including 32 comparator agencies, completed in 2017.
Classification and Total Compensation Study for Library Services Dept., completed in 2014.
Ongoing Classification and Compensation work since 2013.
Mr. Jason R. Motsick
Executive Director of HR
City of Santa Ana
(714) 647-5340
20 Civic Center Plaza, M-24
Santa Ana, CA 92701
[email protected]
Please note: During the studies, Mr. Motsick
was our contact at the City of Anaheim. He is
now the Executive Director of HR at the City of
Santa Ana.
City of Bellflower (population: 77,790)
Compensation Study, completed 2007, 2013, 2017, 2019 and currently finalizing 2021 Study.
Citywide Classification and Total Compensation study,
completed 2015.
Ms. Susan Crumly
Human Resources and Risk Manager
(562) 804-1424
16600 Civic Center Dr.
Bellflower, CA 90706
[email protected]
City of Corona (Population: 168,819)
Citywide Classification and Total Compensation Study, ongoing throughout 2021.
Ms. Angela Rivera
Chief Talent Officer
(951) 279-3501
400 S. Vicentia Ave.,
Corona, CA 92882
[email protected]
City of El Monte (population: 116,109)
Citywide Classification, Compensation and Organizational Study, Completed 2020.
Ms. Kristen Enomoto
Sr. Management Analyst, HR/RM
Department
(626) 580-2044
11333 Valley Boulevard
El Monte, CA 91731
[email protected]
City of Indian Wells (Population: 5,440)
Total Compensation Study, ongoing through 2021.
Citywide Classification and Compensation Study, Completed 2004.
Mr. Kevin McCarthy
Finance Director
44-950 Eldorado Drive
Indian Wells, CA 92210
(760) 346-2489
[email protected]
Mr. Peter Castro
Deputy City Manager
(760) 346-2489
[email protected]
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 3 City of Laguna Beach (Population 22,991)
Total Compensation Study (Police & Fire), completed 2019.
Mr. Gavin Curran
Director of Administrative Services
(949) 497-0315
505 Forest Ave,
Laguna Beach, CA 92651
[email protected]
City of Murrieta (population: 111,674)
Citywide Classification and Total Compensation Study,
completed 2019.
Ms. Stacey Stevenson
Deputy City Manager
(951) 461-6004
1 Town Square
Murrieta, CA 92562
[email protected]
Please note: Ms. Stevenson was K&A’s
reference when she was at City of
National City. She is now the Deputy City
Manager at the City of Murrieta.
City of National City (population: 61,147)
Total Compensation Study, completed 2016.
Ms. Stacey Stevenson
Deputy City Manager
(951) 461-6004
1 Town Square
Murrieta, CA 92562
[email protected]
Please note: Ms. Stevenson was our contact
at the City of National City during the study.
She is now the Deputy City Manager at the
City of Murrieta.
City of Palm Desert (population: 52,231)
Citywide Classification, Compensation, and Organizational Assessment Project, completed 2019. Some follow-up work in 2020.
Ms. Lori Carney
Human Resources Director
(760) 346-0611, or,
Direct: (760) 776-6332
73510 Fred Waring Dr.
Palm Desert, CA 92260
[email protected]
City of Port Hueneme
Total Compensation Study for City Manager, completed 2019.
Mr. Rod Butler
City Manager, City of Jurupa Valley
(951) 332-6464
8930 Lomonite Ave
Jurupa Valley, CA 92509
[email protected]
Please note: During the study, Mr. Butler was
the City Manager at the City of Port Hueneme.
He is now the City Manager at the City of
Jurupa Valley.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 4 City of San Diego (population: 1.407 million)
Citywide Total Compensation Study (172 benchmarks, 24
comparators), completed 2018 and 2019.
Police Officers Association Compensation Study, completed 2017. Represented employees, 10 classifications, 18
comparators.
Citywide Total Compensation Study, completed 2015.
Ms. Abby Jarl-Veltz
Deputy Director, Human Resources
Department
(619) 236-6314
1200 Third Ave., Suite 1316
San Diego, CA 92101
[email protected]
City of Santa Ana (population: 334,217)
Compensation Study, completed 2016.
Mr. Jason R. Motsick
Executive Director of HR
City of Santa Ana
(714) 647-5340
20 Civic Center Plaza, M-24
Santa Ana, CA 92701
[email protected]
City of Santa Barbara (population: 91,930)
Total Compensation Study for Management and Supervisory Classifications, completed 2017.
Compensation Study, completed in 2014.
Ms. Kristy Schmidt
Assistant City Manager, City of Goleta
(805) 961-7522
130 Cremona Drive, Suite B,
Goleta, CA 93117
[email protected]
Please note: During the study, Ms. Schmidt
was the Administrative Services Director at the
City of Santa Barbara. She is now the Assistant
City Manager at the City of Goleta.
City of Santa Monica (Population: 91,577)
Ongoing Classification and Compensation Studies for Public Works Department’s Water Resources Division since 2020.
Organizational Assessment for Water Resources Division
completed in 2020.
Ms. Sunny Wang, P.E.
Water Resources Manager
(310) 458-8230
2500 Michigan Ave, Building 1
Santa Monica, CA 90404
[email protected]
Town of Yucca Valley (population: 21,652)
Partial Classification and Town-wide Total Compensation Study, Completed 2020.
Town-wide Classification and Compensation Study, Completed 2015.
Ms. Debra Breidenbach-Sterling
HR and Risk Manager
(760) 369-7207
57090 Twenty-Nine Palms Highway
Yucca Valley, CA 92284
[email protected]
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 5 KEY PERSONNEL
Our team consists of 31 employees as shown below in our organizational chart.
No subcontractors will be assigned to this study.
Our project team will be led by Co-Project Directors Georg Krammer (Managing Director) and Debbie Owen (Senior Project Manager). They will coordinate all of K&A’s efforts, attend all meetings with the City, and be responsible for all work products and deliverables.
CONSULTANTS
Mike Harary (Project Manager), Maggie Williams-Dalgart (Senior HR Associate), Kelly Ann Basoco (Senior HR Associate), and Cindy Harary (HR Associate) will conduct compensation data collection and analysis, internal job analysis, develop recommendations and implementation strategies.
We currently have a team of 20 HR consultants and five administrative support staff – resources that we are able to pool base on each project’s needs, to execute projects and to meet clients’ needs and expectations. Each time we are selected as the successful bidder on a project, we strategize to determine project timelines, deliverable deadlines, and the resources that are required to produce the deliverables Georg Krammer
Katie Kaneko
Managing Directors
Kelly Basoco
Maggie Williams-Dalgart
Lindsay Christopher
Monica Garrison-Reusch
Arlene Gibbs
Jamie Inderbitzen
Sarah Nunes
Ariele Rodriguez
Frances Trant
Senior H.R. Associates
Cindy Harary
Renate Tiner
Trish Griffus
H.R. Associates
Eileen King
Marketing
Associate
John Logsdon
Senior Proposals
Developer
Lenissa Dumlao
Elise Johnson
Administrative
Coordinators
Jessica Keast
Kathy Crotty
Sarah Williams
Administrative
Assistants
Joshua Boudreaux
Gary Palmer
Recruiters
Ember Plummer
Recruiting
Coordinator
Alyssa Thompson
Debbie Owen
Senior Project Managers
Frank Rojas
Recruitment Manager
Mike Harary
Kari Mercer
Amber Richards
Project Managers
golbou ghassemieh
Project Manager /
Recruitment Manager
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 6 as promised. We are poised to accommodate the City’s compensation study and plan to devote the necessary resources for the successful executive of the project.
Following are short biographies of the specific staff who will be assigned to this study:
Georg S. Krammer, M.B.A., S.P.H.R.
Managing Director, Compensation and Rewards Consulting
Georg brings over 20 years of management-level human resources experience to Koff & Associates with an emphasis in classification and compensation design; market salary studies; organizational development; executive recruitment; performance management; and employee relations, in the public sector and in large corporations as well as small, minority-owned businesses.
After obtaining a Master of Arts in English and Russian and teaching credentials at the University of Vienna, Austria, Georg came to the United States to further his education and experience and attained his Master of Business Administration from the University of San Francisco. After starting his HR career in Wells Fargo’s college recruiting department, he moved on to HR management positions in the banking and high-tech consulting industries. He had five years in the private sector where he served as an HR Manager, and Administrative Officer, and then HR Director before entering the public sector. With his wide-ranging and deep experience as a well-rounded senior HR generalist, his education in business and teaching, his depth and breadth of experience with public sector HR needs, programs, and functions, Georg’s contribution to K&A’s variety of projects greatly complements the Koff & Associates Human Resources and Recruitment Services team.
He has spearheaded several hundred classification, compensation, organizational, strategic planning, etc., studies for hundreds of cities, towns, counties, and special districts throughout the State of California and has contributed to more than quadrupling the size of Koff & Associates as a result of the success of his projects and the subsequent expansion of the business through referrals from satisfied clients. Georg joined K&A in 2003 and was the firm’s Chief Executive Officer since 2005. Since the acquisition by Arthur J. Gallagher, he is now Managing Director, Compensation and Rewards Consulting.
In the last few years, Georg has been the Project Director/Key Personnel for classification and/or compensation studies, organizational assessments, and other HR projects, at the following agencies:
• Cities/Towns: Alameda, American Canyon, Anaheim, Arroyo Grande, Bellflower, Campbell, Citrus Heights, Coachella, Concord, Cotati, Gilroy, La Cañada Flintridge, Lomita, Los Altos, Los Altos Hills, Menifee, Menlo Park, Morro Bay, Murrieta, National City, Newport Beach, Oakland, Oxnard, Palm Desert, Perris, Pleasant Hill, Port Hueneme, Redlands, Redwood City, Sacramento, San Diego, San Jose, San Marino, Santa Ana, Santa Barbara, Santa Clara, Saratoga, Sausalito, Seal Beach, Spokane (Washington), Vallejo, West Sacramento, Westminster, Yucca Valley, Yreka • Counties: Bernalillo (New Mexico), Fresno, Monterey, Orange, Placer, San Joaquin, Sonoma, and Trinity.
• Courts: Habeas Corpus Resource Center, Superior Court of Kern County, Superior Court of Orange County, Superior Court of Santa Barbara.
• Education: College of the Sequoias, Excelsior Charter Schools, First 5 Alameda, Foothill-De Anza Community College District, Riverside Community College District, West Valley Mission Community College District.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 7 • Special Districts: Air Quality, Community Services District, Fire and Police Protection, Housing/Economic Development, Open Space, Public Utilities, Transportation, Wastewater and Water.
Georg will be key personnel and serve as the Co-Project Director for this project; he will coordinate all of K&A’s efforts, will attend all meetings with the City, and will be responsible for all work products and deliverables.
Debbie Owen, CCP
Senior Project Manager
Debbie has over 25 years of experience providing classification and compensation services to public sector agencies; she has worked with clients across local government including cities, counties, special districts, and transit agencies. Her project roles include serving in the capacity of either project team member or project manager. Prior to beginning her public sector career, Debbie worked as a Compensation and Benefits Specialist in the private sector for five years.
In 1992, Debbie obtained her certification as a Certified Compensation Professional (“CCP”) from the American Compensation Association (now WorldatWork); to ensure current knowledge of compensation and benefits program trends and best practices, she maintains active membership in the WorldatWork organization.
Her specialized, diverse experience includes serving as a project team member on classification projects by facilitating employee orientation sessions, conducting employee job evaluation meetings, researching/evaluating classification concepts, analyzing data for employee allocations, developing/revising classification specifications and preparing classification reports. Her compensation experience includes base salary or total compensation survey development, labor market agency research and recommendations, comparable agency job matching, compensation data analysis, salary recommendations and preparing compensation reports. In addition to serving as a team member, Debbie has often served as a project manager, working with clients to evaluate their classification and compensation needs, directing the work of teams to provide high quality deliverables consistent with best practices, presenting study findings to client stakeholders, and addressing feedback from the client.
Since joining K&A, Debbie has worked on classification and/or compensation studies, organizational assessments, and other HR projects for the following agencies, either as Co-Project Director or as Sr.
Project Manager:
• Cities/Towns: Campbell, Coachella, Davis, El Monte, Gardena, Glendora (AZ), Hemet, Indian Wells, Laguna Beach, Murrieta, Redwood City, National City, Newman, Palm Desert, San José, Santa Clara, Seattle (WA), Spokane (WA), West Sacramento, Yreka. • Counties: El Dorado, Fresno, Humboldt, Mendocino, Trinity • Education: Riverside Community College District, Victor Valley Community College District
• Special Districts:
o Community Services District: El Dorado Hills Community Services District, Livermore Area Recreation and Parks District
o Housing/Economic Development: Housing Authority of the County of San Bernardino, Housing Authority of Santa Clara County, Los Angeles County Development Authority (LACDA)
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 8 o Transportation: AC Transit, El Dorado County Transit Authority, Port of Oakland, San Francisco Bay Area Water Emergency Transportation Authority o Wastewater/Water: Beaumont-Cherry Valley Water District, Coachella Valley Water District, Cucamonga Valley Water District, Eastern Municipal Water District, Inland Empire Utilities Agency, Leucadia Wastewater District, Napa Sanitation District, Sonoma County Water Agency, State Water Contractors, Sweetwater Authority, Trabuco Canyon Water District, Truckee Sanitary District, Western Municipal Water District
• Other: California State Auditor’s Office, Contra Costa County Employee Retirement Association, Orange County Mosquito and Vector Control District, Tri-City Mental Health Authority
Debbie will serve as the Co-Project Director for this study; together with Georg, she will coordinate all of K&A’s efforts, will attend all meetings with the City, facilitate and participate in the compensation philosophy workshop process with City stakeholders, and will be responsible for all work products and deliverables. She will provide consultant support for this project, including collecting and compiling data on compensation and benefits practices in surveyed cities.
Mike Harary, B.B.A., M.B.A.
Project Manager
Mike Harary possesses over 34 years of municipal HR management experience including serving as a Human Resources Director for two municipalities in Southern California. He has been involved in all aspects of Human Resources for the cities of La Mirada, Orange, Westminster, and Downey, including serving as Chief Labor Negotiator, managing recruitment and selection processes for all types of municipal government positions, handling employee benefits functions, responding to labor and employee relations issues, coordinating classification and compensation studies, complying with labor laws, conducting personnel investigations, and managing a variety of general human resources functions.
Mike has a bachelor's degree in Business Administration emphasizing in Human Resources Management from California State University, Long Beach, and a Master of Business Administration, also from Cal State Long Beach. Mike played a key role in the development and implementation of CalPACS, a regional, internet-based, comprehensive salary and benefits survey website for local agencies, now utilized by over fifty (50) Southern California member agencies. Some of the K&A classification and compensation projects Mike has worked on include but are not limited to:
• Cities: Bellflower, Corona, Davis, Duarte, East Palo Alto, El Monte, Fullerton, Gardena, Glendora, Newport Beach, Orange, Rohnert Park, San Marino, Spokane (WA), Westminster
• Special Districts: Altadena Library District, Banning Library District, Big Bear Lake Department of Water & Power, Buena Park Library District, Camrosa Water District, Chino Basin Water Conservation District, Cucamonga Valley Water District, Garfield County Public Library District (Colorado), Greater Los Angeles County Vector Control District, Housing Authority of the City of Santa Barbara, Housing Authority of the County of Santa Barbara, Jurupa Community Services District, Los Angeles County Employees Retirement Agency (LACERA), Orange County Water District, Tri-City Mental Health Authority, and Victor Valley College
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 9 Mike will provide managerial project support throughout this effort, including classification analysis, interviews with employees and management, compensation data collection and analysis, internal job analysis, development of recommendations, and implementation strategies.
Maggie Williams-Dalgart
Senior H.R. Associate
Maggie brings over twenty (20) years of public sector human resources experience, most recently managing the City of Anaheim classification and compensation program. Maggie has conducted several hundred studies in the areas of classification, compensation, and staffing, and brings a wealth of knowledge drawn from current public sector employment practices. In addition to classification and compensation expertise, Maggie’s experience includes collective bargaining, labor contract administration and labor costing, policy development and implementation, discipline and performance management, and recruitment and selection.
Prior to joining Koff & Associates, Maggie served as President of CalPACS, a regional internet-based salary and benefits survey website for local agencies in Southern California.
Maggie holds a Bachelor’s degree in History of Public Policy from the University of California, Santa Barbara, a Master’s degree in Public Administration from the University of Colorado, Colorado Springs, and possesses certification as a Senior Professional in Human Resources (SPHR).” Cindy Harary, B.A.
H.R. Associate
Cindy’s professional qualifications include over 32 years of experience in the Human Resources field, primarily in classification and compensation. She spent the first 11 years in the public sector working for the City of Whittier, California, where she started out in their Public Works Department before moving to the Human Resources Department. She gained experience in classification and compensation, recruitment and selection, employee training and development, labor relations, and general human resources administration.
For the next 16 years, Cindy worked as a Human Resources Consultant for a consulting firm where she specialized in conducting classification and compensation studies for multiple public sector agencies including cities, counties, and special districts as well as several private sector clients. Some of the Orange County Cities she worked on in partnership with other consultants at that firm were: Cities of Brea, Laguna Beach, Lake Forest, La Palma, Los Alamitos, Placentia, San Clemente, Stanton and Tustin. In Los Angeles County, her work includes: Cities of Corona, Downey, El Monte, Manhattan Beach, and Upland. Finally, in San Bernardino County she has worked on the City of Rancho Cucamonga.
Since joining Koff & Associates in 2015, Cindy has worked on Classification and/or Compensation studies for:
• Cities/Towns: Anaheim, Big Bear Lake, Campbell, Carmel, Corona, Danville, Davis, Indian Wells, Laguna Niguel, Los Altos, Manteca, Menifee, Murrieta, National City, San Diego, Santa Ana, Santa Barbara, Seal Beach, Tracy, Yucca Valley • Counties: Orange
• Education: Compton College
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 10 • Special Districts: Alameda Housing Authority, Altadena Library District, Bay Area Water Supply and Conservation Agency, Cosumnes Community Services District, Eastern Municipal Water District, Encina Wastewater Authority, Housing Authority of Alameda County, Housing Authority County of San Bernardino, Housing Authority for the County of Santa Barbara, Humboldt Waste Management Authority, Inland Empire Utilities Agency, Monte Vista Water District, North Coast County Water District, Orange County Fire Authority, Orange County Mosquito & Vector Control District, Oro Loma Sanitary District, Port of Hueneme, Rincon del Diablo Municipal Water District, Riverside County Transportation Commission, Santa Clarita Valley Water Agency, South Coast Air Quality Management District, Sweetwater Authority, Trabuco Canyon Water District, Vallecitos Water District, Water Replenishment District of Southern California, Western Municipal Water District
Cindy earned her B.A. degree in Broadcast Journalism at California State University, Long Beach.
Cindy will provide H.R. Associate support throughout this effort, including classification analysis, interviews with employees and management, compensation data collection and analysis, internal job analysis, development of recommendations, and implementation strategies.
Kelly Ann Basoco, SPHR, SHRM-SCP, PHRca
Senior H.R. Associate
Kelly’s professional qualifications include over 15 years of experience in the Human Resources field, primarily as a generalist. She spent the first 12 years in the private sector as a Human Resources Manager working for global companies such as Parker Hannifin and 3M. Kelly gained experience in employee relations, policies and procedures administration, recruitment activities and performance management; with Parker and 3M she also worked with mergers and acquisitions and managed plant/facility closures.
Kelly was Director of Human Resources for a multi-state manufacturing company where she oversaw corporate human resources. Kelly transitioned to human resources consulting providing human resources audits, policy and procedure development, performance management and investigations for local businesses and classification and compensation studies for the public sector.
Since joining K&A, Kelly has conducted classification and/or compensation studies, organizational assessments, and other HR projects, for the following agencies:
• Cities / Towns: Coachella, El Monte, Galt, Citrus Heights, Hillsborough, Manteca, Milpitas, Morgan Hill, Murrieta, Newman, Perris, Redlands (Municipal Utilities and Engineering Department), San Diego, Santa Clara, Santa Monica, Saratoga, Sausalito, Sonora, Westminster • Counties: El Dorado, Fresno, Humboldt
• Special Districts: Beaumont-Cherry Valley Water District, Castro Valley Sanitary District, Eastern Municipal Water District, Excelsior Charter Schools, Helendale Community Services District, IBEW (International Brotherhood of Electrical Workers), Long Beach Transit, Mojave Water Agency, Orange County Mosquito and Vector Control District, Orange County Sanitation District, PhelanPiñon Hills Community Services District, Rancho California Water District, Riverside Community College District, San Bernardino Valley Water Conservation District, Santa Clarita Valley Water Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 11 District, South Coast Water District, Southern California Public Power Authority, Southwestern Community College District, and Travis Unified School District Kelly received her Bachelors Degree in Business and Human Resource Development from Notre Dame College. She is a member of the national Society of Human Resource Managers (www.shrm.org) holding the Senior Certified Professional (SHRM-SCP) certification, the Senior Professional in Human Resources (SPHR) certification and the Professional in Human Resources – California (PHRca) certification. She is also a member of the Professionals in Human Resources Association (www.pihra.org). In addition, she is an Item Writer for the HRCI (Human Resource Certification Institute) and is considered a Subject Matter Expert for the PHRca and SPHR certifications.
Kelly will provide Senior H.R. Associate support throughout the project, including classification analysis, interviews with employees and management, compensation data collection and analysis, internal job analysis, staffing analysis, development of recommendations, and implementation strategies.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 12 MANAGEMENT OVERVIEW AND APPROACH
The City desires human resources assistance to conduct a city-wide Compensation Study whose objective is to have a credible Compensation Plan that provides salaries commensurate with assigned duties; clearly outlines compensation growth; provides justifiable pay differential between individual classes; and maintains currency with relevant labor markets. The City wishes to include base salary and benefits, using comparable survey agencies for up to 15 survey agencies, using job titles of up to 150 job classification titles, duties, and responsibilities based upon the classification specifications from the City. In reviewing the City’s full-time and part-time salary schedules, it appears that there are 15 classifications/titles that overlap and therefore, we count approximately 122 unique classifications. In addition, there are 16 Executive classifications, although the RFP indicates that only the full-time and part-time classifications are to be included in the study.
The City currently employs approximately 130 authorized full-time regular positions, and 150 part-time positions for FY 21-22. The departments represented include Administration, Human Resources, Public Works, Economic Development and Planning, Transportation, Library, Parks and Recreation, Finance & IT.
There are two collective bargaining units that are represented by the same Union. The first bargaining unit represents full-time employees and the second bargaining unit represents part-time employees.
Department Heads (Executive Management) and several confidential employees are not represented. The City has three salary pay schedules. Only the part time and full-time salary schedules will fall under the scope of the Compensation Study.
The goal of the study will be to review the City’s compensation structure for the studied classifications and to conduct a compensation market survey using a set of appropriate comparator agencies. The identification of comparator agencies, benchmark classifications, and benefits to be collected (if total compensation is desired) is an iterative process that includes all stakeholders. We have found this open discussion philosophy to be critical to our success for organizational buy-in. Once the external data development is completed, we will make specific recommendations for internal equity for nonbenchmarked classifications and classifications without a large enough market sampling.
The compensation study will contain specific recommendations regarding the integration of all study classifications into the City’s compensation structure, with the goal of developing a clearly designed, internally equitable format that is flexible for career opportunity and future growth. Our study will make recommendations regarding a salary structure that takes the City’s compensation preferences into consideration as well as the appropriate placement of each classification on the City’s salary schedule.
The study includes a significant number of meetings with the Study Project Team, Human Resources, employees, union representation, City Administration, City Manager, and the City Council, as desired. We have expertise in labor/management relations and understand the importance of active participation by all stakeholders to ensure a successful outcome. The meetings and “stakeholder touch-points” that we recommend ensure understanding of the project parameters, enhance accurate intake and output of information, and create a collaborative and interactive approach resulting in greater buy-in for study recommendations. This interactive approach has resulted in almost 100% implementation success of K&A’s studies.
The majority of our clients are unionized and our larger city and county clients typically have multiple unions. Due to the multitude of stakeholder groups who are affected by any compensation study K&A conducts, our team understands the importance of accurate and validated data that withstands any Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 13 scrutiny, effective and ongoing communication throughout each effort, and collaboration with the various stakeholder groups to ensure organizational buy-in to our findings and recommendations. We have developed a unique methodology of stakeholder “touchpoints” and collaboration that has made us highly successful and effective and has earned our team respect, agreement, and understanding from all stakeholders. In addition, we adjust and customize our methodology based on each individual client’s unique needs and circumstances.
We also recognize that both the City and union representatives have obligations to employees and members to ensure that any study is conducted in a fair and equitable manner. Our project work plans are designed for transparency and we strongly encourage dialog with all stakeholders on study deliverables so they in turn can express their concerns; we all have a shared goal of ensuring the process followed is fair and equitable.
This intense and comprehensive stakeholder engagement and our transparent study processes are also a mechanism of quality control. The fact that our information, data, and recommendations have to be able to withstand utmost scrutiny by diverse stakeholders require an in-depth multi-step quality control process for deliverables. This involves K&A team member validation of classification analyses and compensation data, K&A Project Manager review of all classification and compensation analyses, recommendations and deliverables, and finally K&A Principal (Project Director) review of deliverables before submittal to the client.
CITYWIDE COMPENSATION STUDY
Deliverable A. Meetings with Study Project Team and Management Staff and Initial Documentation Review,
• Identify client project team, contract administrator, and reporting relationships. • Orientation and briefing sessions with the study project team, City employees, Union, City Administration, City Manager and/or the City Council to explain methodology. • Gather all pertinent documentation, including class descriptions, organizational charts, personnel policies, memoranda of understanding, etc.
• Review and confirm comparator agencies, benchmark classifications, and identify benefits to be surveyed.
Deliverable B. List of Comparator Agencies, Benchmark Classifications and Benefits to be Collected • Identify appropriate comparator agencies based on several evaluation criteria (such as type of organization, size of organization, number of employees, size of budgets, population served, cost of living, etc.). Identify up to 15 comparator agencies. • Identify classifications to be studied by meeting and consulting with appropriate labor unions to identify up to 80 survey labor market benchmarks and classifications that represent the City most closely. For larger studies, we typically survey up to 65% of classifications as benchmarks and internally align un-benchmarked classifications. Based on the assumption that there are approximately 122 unique full-time and part-time classifications, 65% of those would result in 80 benchmarks.
• Identify/Confirm benefits to be collected to include paid time off annual rates, health-related benefits and cost sharing for medical, dental, vision plans by plan type and coverage tier, retirement benefits and other common benefit programs such as short-term and long-term disability, education assistance programs, premium pay, etc.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 14 Deliverable C. Data from Comparators and Preliminary Data Review • K&A to conduct all the data collection and analysis to ensure validity of data and quality control; compare job description to job description; ensure matches of at least 70%. • Review the City’s existing job descriptions to ensure understanding of each position to be surveyed.
• Collect job descriptions, organization charts, and other information from comparator agencies via website, in person, or by telephone.
• Make preliminary “matches” using “whole position methodology” and then schedule appointments by telephone, and sometimes in person, with knowledgeable individuals to answer specific questions. Our “whole position methodology” includes factors such as education, experience, problem solving, supervision exercised, etc.
• Ensure a very high validity rate and produce data that is substantiated before management, employee representation as well as governing bodies.
• Enter data into spreadsheet format designed for ease of interpretation and use. • Present information in a format that will identify the comparator positions used for each class comparison.
• Calculate information based upon average and median figures, allowing the City to make informed compensation decisions.
• Collect and display benefit data in an easy-to-read format. • Submit three sets of spreadsheets per classification, one with base pay, one with the benefits detail, and one with total compensation statistical data.
Deliverable D. Draft Compensation Findings and Meeting with Project Team • Distribute draft findings to the City.
• After the City’s preliminary review, meet with the project team and various stakeholders to clarify data, receive requests for reanalysis of certain comparators; and answer questions and address concerns.
• Provide an opportunity for the project team and other stakeholders to review and question any of our recommended benchmark comparator matches.
• If questions arise, conduct follow-up analysis to reconfirm original analysis and/or make corrections.
Deliverable E. Analysis of Internal Relationships and Alignment • Determine internal equity for both market driven and non-benchmarked positions. • Develop internal position hierarchy based on the “whole position” classification methodology which we use to do the internal alignment.
• Make recommendations regarding vertical salary differentials across the organization.
Deliverable F. Compensation Plan and Implementation Plan Development • Review and make recommendations regarding internal alignment and salary structure within which classifications are allocated, based upon the City’s preferred compensation plan. • Assist in the development of a strategy for implementing the compensation recommendations and plan.
• Discuss draft recommendations with management team prior to developing Interim Report.
Deliverable G. Draft Compensation Report, Final Report and Guidelines for Implementation • Complete Draft Report and submit to the City for review, comment, and recommendations, including detailed compensation findings and recommendations; proposed salary ranges, and Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 15 implementation issues and cost impact; provide instructional information, tools and resources to allow City staff to conduct individual salary audits and adjustments consistent with study methods until the next formal study is conducted; include methodology for continued implementation and maintenance of recommendations.
• After the City’s questions/concerns are addressed and discussed, create Final Compensation Report.
Deliverable H. Final Presentation
• Our proposal includes one initial overview, one interim study session (to discuss the initial findings of the market salary study), and one final presentation to the City Council, as needed. • Attend meetings, if requested, throughout the process with employees, Union, City Administration, City Manager, and/or the City Council to explain methodology, survey results and recommendations.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 16 TIMELINE
Our professional experience is that compensation studies of this scope and for this size organization take approximately three to four months to complete, allowing for compensation data collection and analysis, review steps by the City, the development of final reports, any appeals, and presentations. Therefore, completion of the study by June 30, 2022 is realistic and achievable.
Following is a suggested timeline (which can be modified based on the City’s needs):
Deliverables
Total Compensation
Study Completion by:
A. Meetings with Study Project Team and Management Staff and Initial Documentation Review Week 1
B. List of Comparator Agencies, Classifications, and Benefits to be Collected Week 2
C. Data from Comparators and Preliminary Data Review Week 10 D. Draft Compensation Findings and Meeting with Project Team Week 13 E. Analysis of Internal Relationships and Alignment Week 14 F. Compensation Structure Plan and Implementation Plan
Development
Week 15
G. Draft Compensation Report, Final Report and Guidelines for Implementation
Week 16
H. Final Presentation As Scheduled
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 17 COST PROPOSAL
We have often found our process requires a very high level of time commitment, which sometimes results in a higher proposal cost. We believe that our methodology and implementation success rate is attributable to the significantly greater level of contact we have with employees, management, and the governing body. The time we commit to working with the employees, informal appeal process, etc.) results in significantly greater buy-in throughout the process and no formal appeals at the end of the study.
In fact, our firm has only had a handful of formal appeals to any of our studies in our 37 years in business.
It has been our experience that the money and time invested in stakeholder communication throughout the study are money and time saved during implementation. Numerous times our firm has been hired after an agency has gone through an unsuccessful study whose results were rejected or appealed and whose implementation was very controversial. The result was a divided organization with hostility and animosity between employees and management. Whenever our firm was hired after such an unfortunate experience, study stakeholders were amazed at our open and all-inclusive process, our efforts to elicit equal stakeholder input, and our development of recommendations that were accepted as fair and reasonable and understood by management, employees, and the governing body. Our success rate is also attributable to the fact that we have 37 years of experience working with employees of all types of backgrounds, educational levels, and work experiences, and we are accustomed to successfully communicating with and educating them throughout the process. It is imperative that all employees eventually buy into the study results and recommendations, whether they have been through a process like this before or whether this is the first time for them.
Our clients always provide feedback that our process was professional, comprehensive, understandable, timely, and inclusive. Employees, although not necessarily always happy with our recommendations, have always indicated that we listened to their issues and concerns, were available for discussion, and able to provide documentation and data to support our recommendations. Although time consuming, we also drive the process to ensure that timelines are met and schedules are maintained.
The cost proposal below includes two options depending on scope of work to provide the City with a cost comparison based on the number of classifications, number of employees, and number of comparator agencies surveyed for the compensation study. Of course, the City may select any combination thereof and we are open to negotiating another option if it better serves the City. We hope to be able to negotiate a scope of work and cost option that best serves the City’s needs.
For purposes for this cost proposal, we assume that, due to COVID-19, all meetings and presentations will be conducted virtually and not onsite travel will occur. We have several technological solutions that can easily facilitate the entire process. Of course, if the travel situation should change, we are more than happy to travel onsite to City offices, as needed, and adjust our cost proposal accordingly.
Due to COVID-19, K&A and all our clients have become accustomed to conducting all of our organizational, classification, and compensation studies virtually. From the experience of the last year-and-a-half, we have learned that studies can be conducted successfully by using virtual and remote technologies. We have also learned that this represents a significant cost savings for our clients, both in terms of consultant Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 18 travel time and travel expenses, as well as less disruption and reduced non-productivity for the client’s workforce. We have several technological solutions that can easily facilitate the entire process (see proposal narrative above). Conducting meetings and orientations virtually means that the client’s employees do not have to spend time traveling from one location to another and will not be pulled away from their workstations for lengthy periods of time. They can simply click on a link or call in from a phone to participate. This approach also represents significantly less logistical planning on part of the client in order to reserve meeting rooms and making space available for large employee groups, as well as multiple consultants coming onsite to conduct interviews within a condensed period of time. Conducting orientations and interviews virtually provides us with much more flexibility in scheduling and accommodating multiple different shifts and schedules among a large workforce.
In addition, K&A strives to be as “green” an organization as possible and we are certainly concerned about our carbon footprint. We find that multiple trips to client sites that can sometimes involve multiple consultants flying on planes and/or driving cars, is not as environmentally conscious as we would like to be. Considering the effectiveness of virtual meetings, especially when meetings are only one hour or oneand-a-half hours at a time, onsite travel does appear to create a larger footprint than necessary. This can especially be true for final presentations to leadership teams that are often less than 60 minutes long.
For purposes of this cost proposal, we are presenting two cost options, one option assuming that all meetings and presentations will be conducted virtually and no onsite travel will occur vs. one option assuming that meetings, orientations and interviews will be conducted in-person onsite at City offices.
Deliverables Total Compensation Study
Option 1-
WITHOUT
Travel:
Hours
Option 2-
WITH
Travel:
Hours
A. Meetings with Study Project Team and Management Staff and Initial Documentation Review 8 16
B. List of Comparator Agencies, Benchmark Classifications, and Benefits to be Collected 15 15
C.
Data from Comparators and Preliminary Analysis of Data
Option 1: up to 80 benchmark classifications; 12 comparators; and total compensation (salaries plus benefits)
Option 2: up to 80 benchmark classifications; 12 comparators; and total compensation (salaries plus benefits)
290 360
D. Draft Compensation Findings/Additional Analysis/Study Project Team Meetings 50 70
E. Analysis of Internal Relationships and Alignment 8 8 F. Compensation Plan and Implementation Plan Development 16 16 G. Final Report and Guidelines for Implementation 16 20 H. Formal Appeals Process * 0 0
H. Final Presentation 6 16
Anticipated hours for additional unscheduled meetings and phone calls 8 16 Total Professional Hours – Compensation 417 537
Combined professional and clerical composite rate: $165/Hour $68,805 $88,605 Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 19 Expenses are included in the composite hourly rate: N/A N/A Expenses include but are not limited to duplicating documents, binding reports, phone, supplies, postage, parking, meals, etc.
TOTAL PROJECT COST NOT TO EXCEED: $68,805 $88,605
*Additional consulting will be honored at composite rate ($165/hr) Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 20 EXCEPTIONS / DEVIATIONS
We do not have any exceptions or deviations to provide at this time. All pertinent information is discussed throughout the proposal.
We note there are no addendums to this RFP.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com 21 CONTRACTUAL REQUIREMENTS
We will be pleased to sign the City’s professional services agreement for a Total Compensation Study. We respectfully request that the City will allow for a period of negotiation of certain terms in the professional services contract related to liability, indemnity, insurance, and other terms. We have found that we have always come to an agreement with all our clients in the past and appreciate the City’s flexibility in reviewing certain terms in a collaborative fashion between our legal counsels. • Section IV(h)(PDF page 6) – We were unable to locate Exhibit A which was referenced. Therefore, Gallagher would need to review before we can agree to be bound by the contract requirements in Exhibit A.
It is our practice to provide the coverage below in lieu of the District/City contract insurance language. We therefore propose to replace the insurance language in the RFP’s sample agreement with coverage language provided by Gallagher as follows (we attach our Memorandum of Insurance for your review as well):
Gallagher shall at all times during the term of this Agreement and for a period of two (2) years thereafter, obtain and maintain in force the following minimum insurance coverages and limits at its own expense:
• Commercial General Liability (CGL) insurance on an ISO form number CG 00 01 (or equivalent) covering claims for bodily injury, death, personal injury, or property damage occurring or arising out of the performance of this Agreement, including coverage for premises, products, and completed operations, on an occurrence basis, with limits no less than $2,000,000 per occurrence; • Workers Compensation insurance with statutory limits, as required by the state in which the work takes place, and Employer’s Liability insurance with limits no less than $1,000,000 per accident for bodily injury or disease. Insurer will be licensed to do business in the state in which the work takes place;
• Automobile Liability insurance on an ISO form number CA 00 01 covering all hired and non-owned automobiles with limit of $1,000,000 per accident for bodily injury and property damage; • Umbrella Liability insurance providing excess coverage over all limits and coverages with a limits no less than $10,000,000 per occurrence or in the aggregate; • Errors & Omissions Liability insurance, including extended reporting conditions of two (2) years with limits of no less than $5,000,000 per claim, or $10,000,000 in the aggregate; • Cyber Liability, Technology Errors & Omissions, and Network Security & Privacy Liability insurance, including extended reporting conditions of two (2) years with limits no less than $2,000,000 per claim and in the aggregate, inclusive of defense cost; and
• Crime insurance covering third-party crime and employee dishonesty with limits of no less than $1,000,000 per claim and in the aggregate.
• All commercial insurance policies shall be written with insurers that have a minimum AM Best rating of no less than A-VI, and licensed to do business in the state of operation. Any cancelled or nonrenewed policy will be replaced with no coverage gap, and a Certificate of Insurance evidencing the coverages set forth in this section shall be provided to Client upon request.
This Memorandum of Insurance serves solely to list insurance policies, limits and dates of coverage. Any modifications hereto are not authorized by Gallagher or the Insurance Companies.
ARTHUR J. GALLAGHER & CO.
MEMORANDUM OF INSURANCE
This Memorandum of Insurance (“ Memorandum”) is produced as a matter of information only to authorized viewers for their internal use only and confers no rights upon any viewer of the Memorandum. This Memorandum does not amend, extend or alter the coverage described below. Copyright 2005, Arthur J. Gallagher Risk Management Services, Inc. (“ Gallagher”). Gallagher grants permission to you to view, copy, print and distribute the informati on found on the Memorandum website (“ Site”) provided that the above copyright notice appears on all copies, that use is internal to you or for personal noncommercial informational purposes only, and that no modification is made to any materials. Any modification, use, reproduction or distribution of this Memorandum, the Site or its contents must be first approved by Gallagher in writing. You will not suffer or permit any unauthorized use of any Gallagher trademark, service mark or logo. This Memorandum, the Site and its contents, including but not limited to text, graphics, images, software, copyrights, trademarks, service marks, logos, and brand names (“ Content”), are protected under both United States and foreign laws, and Gallagher or its affiliated entities retain all right, title and interest in and to the Content, all copies thereof, and all copyrights and other proprietary rights therein. The information contained herein is as the date referred to above. Gallagher shall be under no obligation to update such information.
DATE: 9/30/2021
INSURED:
Arthur J. Gallagher & Co. and its subsidiaries
2850 West Golf Road
Rolling Meadow s, IL 60008
Insurance Companies
A: ARCH INSURANCE COMPA NY
B: ACE PROPERT AND CASUALTY INSURA NCE COMPA NY
C: LIBERTY MUTUAL FIRE INS. COMPANY
D: FEDERAL INSURA NCE COMPANY
E: LEXINGTON INS. COMPANY
F: XL SPECIALTY INS. COMPANY
G. UNDERWRITERS AT LLOYDS
H. ILLNOIS NATIONAL INSURA NCE COMPA NY
The policies of insurance listed below have been issued to the “INSURED” named above for the policy period indicated. Notwith standing any requirement, term or condition of any contract or other document with respect to which this Memorandum may be issued or may pertain, the insurance afforded by the policies described herein is subject to all the terms, exclusions and conditions of such policies. Limits sho wn may have been reduced by paid claims.
CO.
LTR.
TYPE OF
INSURANCE
POLICY
NUMBER
POLICY
EFFECTIV E
POLICY
EXPIRATION
LIMITS
(In USD unless otherwise indicated)
A Commercial General
Liability
Occurrence
Per location
Aggregate
41GPP4938414 10/01/21 10/01/22 General Aggregate 4,000,000 Products - Comp/Op Agg 4,000,000
Personal and ADV Injury 2,000,000
Each Occurrence 2,000,000
Damage to Rented Premises
(Each occurrence)
1,000,000
A Automobile Liability
Any Auto
41CAB4939014
41CAB4938314
10/01/21 10/01/22 Combined Single Limit 5,000,000
Bodily Injury (per person)
Bodily Injury (per accident)
B Excess/Umbrella Liability
Retention: $10,000
XOO G46820149 004 10/01/2021 10/01/22 Each Occurrence 25,000,000 Aggregate 25,000,000
A Workers Compensation
and Employers Liability
41WCI4938114
44WCI0501914
10/01/21 10/01/22 Workers Comp Limits Statutory
EL Each Accident 1,000,000
EL Disease - Each Employee 1,000,000
EL Disease – Policy Limit 1,000,000
C Property US00112916PR21A 10/01/21 10/01/22 Blanket Bldg. & PP 10,000,000 D Crime/Fidelity Bond
(Employee Dishonesty)
81326283 09/01/21 09/29/22 Single Loss Limit 15,000,000 E Errors & Omissions
(Primary Policy)
06030323 09/29/21 10/01/22 Per Claim and Aggregate 12,000,000 F Errors & Omissions
(Excess Policy)
ELU163265-21 09/29/21 10/1/22 Per Claim and Aggregate 10,000,000 G Errors & Omissions
(Excess Policy)
B1262F10121921 09/29/21 10/1/22 Per Claim and Aggregate 13,000,000 H Cyber Liability 026062402 10/31/19 05/01/2021 Limit of Liability 10,000,000 Description of Operations / Other Information: See ADDITIONAL INFORMATION on the following page.
This Memorandum of Insurance serves solely to list insurance policies, limits and dates of coverage. Any modifications hereto are not authorized by Gallagher or the Insurance Companies.
ARTHUR J. GALLAGHER & CO.
MEMORANDUM OF INSURANCE
ADDITIO NAL INFO RMATIO N
As respects GENERAL LIABILITY POLICY
ADDITIONAL INSURED – MANAGERS OR LESSORS OF PREMISES *
Endorsement Form # CG 20 11 04 13 modifies insurance provided under the following:
COMMERCIAL GENERAL LIABILITY COVERAGE PART
SCHEDULE
1. Designation of Premises (Part Leased to You): ANY PREMISES OR PART THEREOF LEASED TO YOU.
2. Name of Person or Organization (Additional Insured): ANY AND ALL PERSONS OR ORGANIZATIONS
CONTRACTUALLY REQUIRING ADDITIONAL INSURED STATUS AS THE MANAGER OR LESSOR OF PREMISES TO YOU.
3. Additional Premium: INCLUDED
(If no entry appears above, the information required to complete this endorsement will be shown in the Declarations as applicable to this endorsement.)
WHO IS AN INSURED (Section II) is amended to include as an insured the person or organization shown in the Schedule but only with respect to liability arising out of the ownership, maintenance or use of that part of the premises leased to you and shown in the Schedule and subject to the following additional exclusions:
This insurance does not apply to:
1. Any "occurrence" which takes place after you cease to be a tenant in that premises.
2. Structural alterations, new construction or demolition operations performed by or on behalf of the person or organization shown in the Schedule.
WAIVER OF TRANSFER OF RIGHTS OF RECOVERY AGAINST OTHERS TO US We waive any right of recovery we may have against the person or organization where required by written contract because of payments we make for injury or damage arising out of your ongoing operations or "your work" done under a contract with that person or organization and included in the "products-completed operations hazard". This waiver applies only where required by written contract.
As respects PROPERTY
This policy insures against “All Risks” of physical loss or damage, except as excluded, to covered property while on Described Premises, provided such physical loss or damage occurs duringthe term of this policy. Coverage is subject to policy deductibles, terms, conditions and exclusions.Loss Payable clause included for whom Insured has agreed to per written contract.
This Memorandum of Insurance serves solely to list insurance policies, limits and dates of coverage. Any modifications hereto are not authorized by Gallagher or the Insurance Companies. *All other Additional Insureds requests requires Legal approval and issuance of a Certificate of Insurance. *For special requests, such as a WET SIGNATURE, please contact the appropriate team: P&C – Doreen Morris or Therese Scamardo; E&O –Helen Ponce de Leon or Ryan Sheekley; Cyber – Jeremy Gillespie or Ariel Magrini.
Total Compensation Study Proposal
City of Commerce
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com Proposal Signature Page
Koff & Associates intends to adhere to all the provisions described in this RFP.
This proposal is valid for 90 days from date of submittal.
Respectfully submitted,
By: KOFF & ASSOCIATES
State of California
Georg S. Krammer November 12, 2021
Managing Director, Compensation and Rewards Consulting