Proposal to Conduct a
Targeted Classification and
Compensation Study
for the City of Redondo Beach
Submitted: June 1, 2022
Ralph Andersen & Associates
5800 Stanford Ranch Road
Suite 410
Rocklin, California 95765
916.630.4900
www.ralphandersen.com
June 1, 2022
Ms. Diane Strickfaden
Human Resources Director
City of Redondo Beach
415 Diamond Street, Door 3
Redondo Beach, California 90277
Dear Ms. Strickfaden:
We are pleased to submit our proposal to conduct a Targeted Classification and Compensation Study involving up to 25 benchmark positions. To facilitate your review, the proposal includes the following:
• Scope of Services – Our understanding of the requirements of the project and our ability to provide the services required.
• Qualifications – A summary of the firm, proposed staff, and our expertise in conducting classification and compensation studies.
• Methods and Techniques – A summary of methodologies and proposed tasks to accomplish the study’s objectives and anticipated end-products. • Information Requirements – Time requirements of City staff. • Schedule – A proposed schedule.
• References – References for similar studies conducted by the firm. • Fees Proposal & Reimbursable Expenses – Fees and expenses for the project. • Acceptance of Conditions – A statement accepting the RFP conditions.
I am certain that you will find our work plan is responsive to each of your study objectives, and our reputation and experience are unmatched in successfully completing consulting engagements of this nature. Ralph Andersen & Associates is a leader in providing local government consulting services and has successfully completed hundreds of classification and compensation studies. We have no conflicts of interest with this project.
The full resources of the firm will be available to perform consulting services for the duration of the project. Doug Johnson, Vice President, will be the Project Manager for this engagement and will have the assistance of an experienced consulting team. If you have any questions or need additional information, please do not hesitate to contact Mr.
Doug Johnson at (916) 630-4900. We look forward to the opportunity to work with you on this important assignment. This proposal will remain valid for 90 days.
Sincerely,
Heather Renschler
President/CEO
City of Redondo Beach
Table of Contents
Introductory Letter
Scope of Services ........................................................................................ 1 Project Understanding............................................................................. 1 Qualifications.............................................................................................3 The Firm..................................................................................................3 Project Team............................................................................................4 Staff Resumes ..........................................................................................5 Methods and Techniques ............................................................................8 Background Data Analysis .......................................................................8 Job Analysis Questionnaires ....................................................................8 Job Analysis Interviews ...........................................................................9 Compensation Policy Development..........................................................9 Compensation Data Collection and Analysis ............................................9 Project Tasks ......................................................................................... 10 Task 1 – Project Kick-off Meetings ..........................................................................................................10 Task 2 – Employees Complete Questionnaires ......................................................................................10 Task 3 – Conduct Job Analysis Interviews .............................................................................................10 Task 4 – Prepare and Review Preliminary Classification Report...........................................................11 Task 5 – Prepare Class Specifications ......................................................................................................11 Task 6 – Undertake Management/Employee Review Process ...............................................................11 Task 7 – Finalize the Classification Recommendations ......................................................................... 12 Task 8 – Discuss and Document Compensation Policy ......................................................................... 12 Task 9 – Collect Compensation Data ...................................................................................................... 13 Task 10 – Compile and Format Compensation Data ............................................................................. 13 Task 11 – Audit and Finalize Compensation Data .................................................................................. 13 Task 12 – Conduct Internal Relationship Analysis................................................................................. 14 Task 13 – Develop Salary Recommendations ......................................................................................... 14 Task 14 – Develop Implementation Strategy Options and Compute Implementation Costs .............. 14 Task 15 – Prepare and Review Preliminary Report................................................................................ 15 Task 16 – Prepare and Submit Final Reports ......................................................................................... 15 Information Requirements....................................................................... 16 Schedule ....................................................................................................17 References ................................................................................................ 18 Fees & Expenses........................................................................................ 19 Acceptance of Conditions..........................................................................20 City of Redondo Beach
APPENDIX A – FIVE YEAR CLIENT LISTING ......................................................A-1 APPENDIX B – SAMPLE JOB ANALYSIS QUESTIONNAIRE ....................................B-1 City of Redondo Beach
Scope of Services
Ralph Andersen & Associates is a recognized leader in providing a full range of management consulting services to cities, counties, special districts, educational institutions, and non-profit organizations. The firm has a long tradition of providing a customized approach that uniquely meets the specific objectives of the organization. Our consultants are practitioners in the latest methods used for data collection, analysis, and application in developing classification and compensation plans. Our proposal provides you with a thorough understanding of our approach to the study and is based upon:
• Our unmatched experience in human resource consulting; Ralph Andersen & Associates continues a 50-year tradition of providing quality consulting services to local government agencies
• The proven track record of our staff working with cities and public agencies throughout California
• Our ability to design and implement creative and tailored classification and compensation systems; we believe in customizing our products and systems to meet specific policy objectives
• Comprehensive data analysis and reporting; our firm has experts in data analysis using spreadsheet applications to guarantee efficiency and a highly customized approach
• Successful study engagements involving elected officials, study committees, management staff, labor representatives, and general employees; we understand the importance of building consensus among study participants • Our commitment, sensitivity, and responsiveness to completing quality products on time and within budget.
The firm provides human resource consulting services to clients of all sizes and types, with special expertise in meeting the unique needs of public sector agencies. Our resultsoriented approach and methodologies produce recommendations that are directly responsive to our clients’ needs and are easily implemented and maintained over time.
Project Understanding
In response to organizational and other changes, the City of Redondo Beach is interested in conducting a Targeted Classification and Compensation Study involving all up to 25 benchmark positions identified by the City.
To ensure that the City’s objectives are met, the following key study components and anticipated end-products are included in the work plan developed by Ralph Andersen & Associates.
• Conduct a meeting with City representatives at project initiation to confirm the study goals, objectives, and deliverables
• Conduct briefing sessions with employees at the beginning of the study to explain the study process and answer questions
City of Redondo Beach
• Conduct an extensive review of background documents
• Distribute job analysis questionnaires and conduct supplemental interviews with employees in the study
• Develop classification recommendations, FLSA designations, and update job descriptions
• Review historical practices and recommended survey agencies, survey job classifications, and identify data collection needs
• Conduct a custom total compensation survey (salaries and benefits) and analyze the market data
• Conduct internal relationship analyses, survey benchmarking, and develop salary range recommendations for all City job classifications
• Develop draft and final reports incorporating all study recommendations and supporting data including implementation plans
• Conduct a classification and compensation review and appeal process to fully resolve all classification issues and recommendations
• Present the findings to managers, employees, labor representatives, project committees, and the City Council, as needed.
Ralph Andersen & Associates has a strong commitment to develop and implement customized and tailored classification and compensation systems. While we have broad expertise and experience from hundreds of successful consulting assignments, we are committed to a “customer service” approach to all of our client engagements. This assures the preparation of study end-products that are uniquely customized to the City of Redondo Beach.
City of Redondo Beach
Qualifications
The Firm
Ralph Andersen & Associates has over 50 years of local government consulting experience serving the needs of cities, counties, utilities, special districts, community colleges, schools, non-profit organizations, and state governments. Key service areas of the firm include:
• Human Resources Consulting
• Executive Search
• Management Consulting.
Ralph Andersen & Associates serves a nationwide clientele through its Corporate Office in the Sacramento area (Rocklin, California). A multi-disciplined, full-service local government consulting organization, Ralph Andersen & Associates is dedicated to helping our clients improve operating efficiency and organizational effectiveness. The firm employs 14 full-time staff, 3 part-time staff, and has additional contractors and affiliations as needed to provide a full range of services.
Corporate and Staffing
Structure
Robert J. Burg
Executive Vice
President
Heather Renschler
President/CEO
Management Consulting
and Executive Search
Practice Manager
Executive Search
Consultants Research
Associates
Graphics
Recruitment
Manager Senior Recruitment
Coordinator
Support Staff
Senior Recruitment
Coordinator
Contracts/Proposal
Manager
Executive Search
National Practice Leaders
Heather Renschler
(Western/Midwest Regions)
Robert Burg
Health & Human Services
and Public Health
(East Coast)
Ralph Andersen & Associates
Updated March 2022
(1)Former City Manager (2)Former Assistant City Manager (3)Former Utility General Manager (4)Former County Manager (5)Former Chief of Police Doug Johnson
Vice President
Human Resources
Consulting and
Executive Search
Other Members of the
Search Team
David Morgan(1)
John Rossi(3)
Fred Wilson(1)
John Slaughter(4)
Serena Wright-Black(2)
Daniel Hahn(5)
David Ready(1)
Recruitment
Coordinator Accounting
Research Assistant Research Assistant
Consultant
City of Redondo Beach
For this project, staff from the firm’s human resources practice will provide the consulting services. The human resource practice focuses on those services that are not easily provided by in-house human resources staff. Key services include:
• Classification Studies – These projects include job analysis, class plan development, position allocation, career ladders, class specifications, FLSA analysis, ADA compliance, and related analysis.
• Compensation Studies – The firm provides a full range of compensation services including labor market selection, base salary and benefit surveys, privatepublic data comparisons, benchmark selection, and internal relationship analysis. • Expert Testimony and Arbitration Support – The firm has had significant experience providing technical support in arbitration and mediation hearings and has significant experience working with labor and management groups. This expertise includes the selection of comparable agencies and the elements of compensation appropriate for labor market surveys.
• Job Evaluation Systems – In addition to having a copyrighted Point Factor Job Evaluation System, the staff of Ralph Andersen & Associates have significant expertise in developing customized job evaluation systems and “hybrid” solutions. • Performance Management Programs – Performance management serves as a foundation for measuring/tracking organization and employee performance. We have several standard systems that have demonstrated success in a variety of public agencies. In addition, Ralph Andersen & Associates can develop tailored performance management systems to fit the unique needs of our clients. • Pay-for-Performance/Incentive Programs – Ralph Andersen & Associates is a leader in developing effective pay-for-performance programs for public agencies including merit progression systems, lump sum and incentive programs, and other mechanisms tied to employee or organizational measurement criteria. • Technical Assistance – Ralph Andersen & Associates also provides a full range of hourly technical assistance including conducting job audits, support for labor relations, and expert testimony.
The firm has no conflict of interest with the staff or officials of the City of Redondo Beach and is independent of the City as defined by generally accepted auditing standards.
Additional information about the firm’s services and background can be found at our web site at www.ralphandersen.com.
Project Team
Consultants, complemented by consulting firms, define the difference between success and failure in projects of this nature. Ralph Andersen & Associates understands that selection of a project team with the right mix of skills and experience is the most important decision that will be made during the study. The team must be well led and the project well managed if the study objectives are to be achieved.
In defining the project team for this engagement, consideration of the current workload of all consulting staff was taken into account to ensure our ability to fully meet your stated needs and objectives. Doug Johnson, Vice President, will serve as the Project Manager City of Redondo Beach
and will have responsibility for all primary contact with the City as well as all on-site review meetings and presentations. Mr. Johnson has managed hundreds of consulting engagements including large public agencies throughout California and the United States.
The staffing for this project will include:
• Doug Johnson, Vice President – Mr.
Johnson will serve as the Project Manager
and will conduct all on-site meetings, prepare
all written reports, and serve as chief analyst
on the project. He is the firm’s most
experienced Project Manager and has
expertise in working with special districts,
cities, and other local government agencies
similar to the City involving complex
classification and compensation issues.
• Jeff McMurdo, Consultant – Mr.
McMurdo is the most experienced consultant
at the firm and has extensive experience
conducting employee interviews, developing
classification recommendations, developing job descriptions, and collecting and analyzing market data.
All staff members are available for the scheduled duration of the project. Anticipated workloads for all staff have been considered in assigning staff to this project. The firm’s staffing and project management systems allow for multiple studies to be conducted simultaneously without impacting the completion dates of the project. Brief staff resumes are provided below.
Staff Resumes
Doug Johnson, Vice President
Mr. Johnson is currently a Vice President with Ralph Andersen & Associates and has 34 years of local government consulting experience. Mr. Johnson has 20 years of experience with Ralph Andersen & Associates in addition to 13 years as President of Johnson & Associates, some human resources consulting firm. Mr. Johnson is the firm’s expert in job analysis, market comparability, compensation, benefits, and related matters. He has served as an expert witness in arbitration proceedings and mediation sessions, mostly involving police and fire issues. He has extensive experience working with elected officials, public executives, staff members, labor organizations, and ad-hoc committees. He leads the firm’s human resource consulting services and participates in all facets of the firm’s recruitments.
Mr. Johnson’s expertise includes consulting experience with public agencies throughout the United States including cities, counties, utilities, community colleges, school districts, Doug Johnson
Project Manager
Jeff McMurdo
Consultant
Research/
Support Staff
City of Redondo Beach
special districts, nonprofit organizations, and private companies. Mr. Johnson has provided consulting assistance to hundreds of public sector agencies and is a recognized expert in compensation issues. Specific areas of expertise include:
• Job classification studies
• Job evaluation system design and implementation
• Pay plan development and administration
• Market comparability research and analysis
• Total compensation analysis
• Private sector data analysis
• Performance management.
Mr. Johnson’s experience includes serving as project manager and chief analyst for hundreds of local government agencies. Recent municipal projects include the cities of Auburn, South Lake Tahoe, Indio, Laguna Hills, Arcadia, Carson, Hermosa Beach, Simi Valley, Paramount, Signal Hill, Port Hueneme, Modesto, Monterey, Sacramento, Lake Forest, and Petaluma.
Mr. Johnson holds a Bachelor of Arts degree in Psychology with a minor in Communication Studies from California State University, Sacramento. His course work emphasized organizational development and performance incentives. He is an active member of WorldAtWork, The Total Rewards Association.
Jeff McMurdo, Consultant
Mr. McMurdo has over 20 years of human resources consulting experience and serves on a variety of project consulting teams focusing on classification and compensation plan development. He is an experienced classification analyst and has developed hundreds of classification plans in addition to ad-hoc reclassification and targeted classification studies for large and small organizations. His duties also include leading and participating in total compensation studies including comprehensive market research, data collection, data analysis, and data presentation. Key responsibilities of Mr.
McMurdo include:
• Conducting job analysis interviews, analyzing positions and job classifications, and preparing job descriptions.
• Designing survey data collection forms, questionnaires, and related instruments. • Market survey research including the review and analysis of budgets, organization charts, MOUs, job descriptions, salary schedules, and benefit documents. • Data compilation including job comparability, range structure analysis, benefit data, and related survey information.
He has participated in over a hundred classification and compensation studies including recent projects for the cities of Port Hueneme, Arcadia, Paramount, Ketchikan, Laguna City of Redondo Beach
Hills, Lake Forest, Reno, Sacramento, Monterey, Irwindale, Palm Springs, Cupertino, and Sunnyvale. He has also worked with a number of special districts including Olivenhain Municipal Water District, Otay Water District, San Diego Water Authority, Mesa Water, Sweetwater Authority, and Alameda County Water District. Mr. McMurdo holds a Bachelor of Science degree in Business Administration from California State University, Sacramento. His course work emphasized human resource management.
Additional firm resources, including support staff and project consultants, will be available to ensure successful and timely completion of the study.
City of Redondo Beach
Methods and Techniques
Ralph Andersen & Associates will apply several technical and administrative methodologies in creating the City’s updated compensation systems. An overview of all key methodologies is described below.
Background Data Analysis
The consultant team will identify a wide range of background data that will be collected from the City as part of the study. The consultant team will provide the City with a complete list of background needs upon initiation of the project.
Materials collected and reviewed during this initial stage of the project will, at a minimum, include:
• Organization charts
• Planning documents
• Existing class specifications
• Budgets
• Current pay plan and related salary schedules
• Benefits summaries
• Memorandums of Understanding
• Relevant administrative rules and procedures.
These materials provide an understanding of the City’s personnel system and of current applicable policies and procedures.
Job Analysis Questionnaires
Project consultants will distribute a Job Analysis Questionnaire (JAQ) to all study employees identified for analysis in the classification phase of the study. Two versions of the questionnaire will be used with one focusing more on job description updates while the other will be used for more detailed analysis of issue areas. The questionnaire provides an opportunity for employees to fully describe the duties and responsibilities of their position and provides the information necessary to resolve classification issues including job function consolidation resulting from workforce reductions. The questionnaire is also designed to record data regarding other job-related information such as the knowledge, skills, abilities, and physical requirements necessary to perform the work, as well as supervisory and managerial responsibilities.
Each questionnaire will be reviewed by the employee’s supervisory and managerial staff to ensure completeness and accuracy. Once completed, they will be forwarded to the consultants for examination prior conducting job analysis interviews. The questionnaire City of Redondo Beach
will be distributed and explained in detail during an employee briefing session at the initiation of the project. All questionnaires used by Ralph Andersen & Associates can be tailored to the specific objectives of the study and the unique organizational characteristics of the City.
Job Analysis Interviews
As a supplement to the questionnaires, project consultants will conduct interviews with at least one employee in each classification, a sampling of employees in multiple position classifications, all employees requesting an interview, and employees where significant classification issues are identified during project initiation tasks. This will ensure that the consultants are able to obtain information regarding any existing job classification issues as well as confirm job duties and tasks performed.
Compensation Policy Development
This methodology relates to the identification and documentation of the City’s compensation philosophies, policies, and procedures. The consulting team will confirm specific policies, both implicit and explicit, and assess their impact on the City’s overall ability to attract, recruit, employ, advance, and retain high quality personnel. These policies and practices will include the relative labor market position the City seeks to maintain in the competitive labor market, the types of employers with which the City chooses to compete, and the relative importance placed on internal equity vs. market forces in the development of the salary plan. This assessment can be conducted through meetings with managers or with broader input using a workshop session that includes project team members, managers, labor representatives, and the City Council.
Compensation Data Collection and Analysis
The methodology utilized in collecting and analyzing compensation data involves an extensive process to ensure accuracy, reliability, and completeness. Ralph Andersen & Associates does not rely on published or previously collected data; all data is collected personally by the consulting team, who have, based on the classification analysis, an indepth knowledge and understanding of the survey classifications.
Supporting our approach to labor market surveys, this component of the study will include the development of a comprehensive survey packet, the collection of base salary, salary structure, and optional total compensation data through written and electronic materials and telephone calls, and the analysis of the data at the survey market mean, median, and requested percentiles.
City of Redondo Beach
Project Tasks
Task 1 – Project Kick-off Meetings
The consultants will begin all administrative and coordinative efforts in support of the project initiation meetings and briefings. Among other things, this will include:
• Preparation of a project schedule
• Identification and review of background data including existing class specifications, organization charts, budgets, employee listings, salary schedules, and related information
• Identification of scheduling parameters for meetings and interaction with various City employee groups.
This initial step in the study process will be used to identify significant classification and compensation concerns that should be addressed during the course of the study. The consultants will discuss the best approach for identifying issue areas including an independent assessment of the current classification plan by the consultant, input by human resources staff, and input from managers, labor representatives, and other stakeholders.
The consultants will meet with the City’s project manager and other staff as appropriate to ensure a full understanding of project objectives and deliverables. The project work plan and schedule will be adapted to achieve the objectives.
Initial project meetings will also include employee orientation and briefing sessions in relation to the study process, timing, and objectives.
Task 2 – Employees Complete Questionnaires
The JAQ provides employees with an opportunity to describe the duties and responsibilities of their positions with an emphasis on job related information such as knowledge, skills, abilities, and physical capabilities required to perform the work assigned. Space is also provided on the questionnaire for employees to make any additional comments they wish. The completed questionnaires are reviewed by supervisory and managerial staff, with space provided for their comments. A short form questionnaire will be available to all employees to provide updated information regarding assigned duties. A more detailed questionnaire will be used for positions and classifications where specific issues or questions have been identified. A sample JAQ is provided in Appendix B.
Task 3 – Conduct Job Analysis Interviews
Prior to conducting interviews, the consultants will thoroughly review the completed questionnaires. The consultants will evaluate position duties and responsibilities, classification series, class titles, job families, reporting relationships, and internal City of Redondo Beach
relationships. Based on this preliminary analysis, the project team will identify areas of concern that will be clarified or probed during the job analysis interviews.
The consultants will assume responsibility for the preparation of the employee interview schedule. The City’s Project Manager, or designee, will be responsible for scheduling interview rooms, notifying employees, and related coordinative activities. We anticipate interviewing at least one person from each job classification, all employees where significant position classification issues exist, and a sampling of employees beyond the issue areas.
Task 4 – Prepare and Review Preliminary Classification Report With the completion of the employee interviews, a preliminary classification report will be prepared. Key components of the preliminary report will include:
• Identification of all key issues identified in the classification analysis • Recommended job titles
• Employee allocations.
In preparing the preliminary classification report, each position is analyzed according to the criteria set forth at initial review meetings. Such criteria typically will include factors relating to job knowledge, experience, training, decision making, management control, working conditions, and outside contacts. Like positions are grouped into tentative classes forming the basis for initial class definition.
The preliminary classification report will be reviewed with key management staff prior to preparing class specifications. Because the concepts provide the foundation for the resulting classification plan, management review of the recommendations in their respective areas of responsibility is essential.
Task 5 – Prepare Class Specifications
Once the preliminary classification recommendations have been reviewed, the project consultants will revise, update, or create new class specifications based on the issues identified in previous tasks. The City’s current job description format will be maintained as appropriate. The class specifications will be drafted and undergo a management/employee review process to ensure they accurately and adequately describe the scope of responsibilities. Once finalized, they will be provided to the City in both an electronic and hard-copy format. This process will include FLSA analysis and designation.
Task 6 – Undertake Management/Employee Review Process
As an important component of the overall classification study, the project consultant team will provide additional opportunities for employee participation and input through the conduct of an employee review process. These steps will (1) build and facilitate the City’s understanding of the newly developed classification plan, (2) enhance employee commitment and understanding of the recommended system by giving each employee the opportunity to comment on the system and (3) ensure that the consultants receive as much information as possible regarding the nature and responsibilities of the various City of Redondo Beach
positions in order to make appropriate and equitable final classification recommendations. The various subtasks within this portion of the project are as follows.
Task 6.1 – Distribute class specifications to all employees included within the study scope – Each employee will receive an individual copy of the specification for the class to which his/her position has been allocated along with a Position Allocation Notice and Employee Review Form. This will provide employees with an opportunity to review and comment on their proposed classification and allocation. These comments will then be forwarded to management for review and comment.
Task 6.2 – Review written comments received from employees – All written comments or suggestions from employees regarding the recommended class plan will be thoroughly reviewed and analyzed by the project consultants.
Based upon written responses received, the consultant team will incorporate appropriate suggested revisions into the final classification plan.
Task 6.3 – Conduct follow-up telephone interviews as necessary – Based upon the analysis of written comments forwarded to the project consultants and where consultant staff needs further information prior to finalizing recommendations, follow-up interviews will be conducted by the project consultants with individual employees. This step will further clarify and refine any remaining problems or issues.
This task will further include any additional informal appeal processes/steps established or desired by the City.
Task 7 – Finalize the Classification Recommendations
With the completion of the employee appeal process, the consultants will finalize all classification study recommendations. Supporting the finalization of the classification plan, each employee who submitted a notice for review will receive a direct response from the project consultants. This response will specifically outline the consultant’s understanding of the employee’s concern, specify the steps taken to resolve the concern, and indicate to the employee the substance of the consultant’s final recommendation.
Task 8 – Discuss and Document Compensation Policy
The City’s compensation policy directly impacts all study end-products resulting from the compensation components of the analysis. As a starting point for this phase of the study, therefore, we propose that the consulting team meet with key management staff to clarify and confirm the City’s compensation policy. Important considerations to be discussed include historical practices, recruitment and retention issues, pros and cons of the current compensation system, and reliance on external market data versus internal equity for purposes of setting salaries. The consultants will work with appropriate City representatives to determine comparison agencies and the scope of compensation data to City of Redondo Beach
be collected. Our proposal includes the tasks necessary to identify comparable employers and conduct a custom market survey.
Our analysis of the potential and recommended survey employers will be documented in a memorandum report after consultation with appropriate City representatives. If desired, the consultants can conduct a workshop session that identifies labor market selection parameters, options, and pros/cons of different market approaches. The draft labor market recommendations will be reviewed by appropriate City representatives so that all questions and issues are resolved. In that these decisions directly impact the parameters of the market survey, as well as the design and structure of the resulting compensation plan, our suggested approach recommends that these study tasks occur prior to the collection and analysis of the market data.
Task 9 – Collect Compensation Data
After the compensation policy discussion, the consultant team will collect and analyze the compensation data. Our proposed approach would include:
• An initial contact to each labor market employer included in the study to explain the purpose and scope of the survey and confirm cooperation. • The collection and analysis of source documents from each survey agency including position control documents, job descriptions, salary schedules, benefit summaries, and MOUs.
• The confirmation of all compensation data through telephone calls, email, and other means. This will assure that comparability is established and that all compensation data is factual and complete.
The compensation survey elements will be discussed and confirmed with the City before the survey is initiated.
Task 10 – Compile and Format Compensation Data
The salary data, once collected and thoroughly reviewed for completeness and accuracy, will be appropriately formatted and the results tabulated in a consistent and uniform manner by the project consultants. The analysis will include pay structure trends and base salary analysis to ensure all appropriate comparison criteria is available for developing recommendations. Through the use of spreadsheet applications developed by our office, it is anticipated that standard formulas will be applied in the calculation of the survey data mean, median, and selected percentiles, with the corresponding percentage relationship to the market data also calculated. Data presentation will be customized to fit the City’s objectives.
Task 11 – Audit and Finalize Compensation Data
Prior to developing specific salary recommendations, the consultants will thoroughly review and audit the collected survey data. This will include a detailed analysis of data reliability, comparability, statistical validity, and consistency. This audit will be conducted by the Project Manager independent of the consultant who collected that data.
This will ensure that the most accurate and defensible survey data is utilized in comparing City of Redondo Beach
the City’s compensation plan to the pay practices of the labor market. This analysis will also include the preparation of graphs and other presentation materials to aide in understanding the market relationships broken down by employee/bargaining group.
Task 12 – Conduct Internal Relationship Analysis
This task will include the development and application of an appropriate job evaluation methodology in order to meet with the City’s policy objectives and comply with local laws, rules, and regulations. The firm has a number of job evaluation systems available and will recommend and adapt the methodology that best aligns with the City’s historical practices and policy objectives.
Using the results of the job evaluation analysis, the consultants will analyze internal pay relationships. The internal pay relationship analysis will involve a number of steps in order to arrive at sound and equitable relationships for the new compensation plan.
Among others, the most important of these will include:
• Analysis of existing and historical pay relationships • Development of consistent, uniform, and realistic guidelines for determining internal relationships
• Recommendation of equitable and appropriate internal relationship differentials based on the above.
In developing consistent internal relationship guidelines, the results of the job evaluation tasks will be used to determine an equitable pay structure. Since the balance of market values versus internal values can be a policy issue, options and methodologies for achieving an appropriate balance of internal and external salary equity will be reviewed with the City before developing the salary range recommendations.
Task 13 – Develop Salary Recommendations
Based upon the results of the internal relationships analysis and the labor market survey, the project consultants will develop salary recommendations for all job classes included as a part of the study process. These salary recommendations will clearly document the means of determining the appropriate pay range and the computation of the dollar and percentage difference between the current maximum salary and the recommended maximum salary.
Before finalizing the recommendations, a careful audit of the results will be undertaken to ensure that internal salary compression or compaction does not result.
Task 14 – Develop Implementation Strategy Options and Compute Implementation Costs
Recognizing that public agencies often have limited funds available for implementation, the project consultants will develop several strategies for implementing the recommended salary structure. Such strategies will address:
• The placement of individual employees into ranges and steps City of Redondo Beach
• Implementation phasing according to the needs and priorities of the City • Integration of the study recommendations with the balance of the City’s human resource management system including recruitment, selection, and performance appraisal.
The cost estimates will reflect City-wide impacts, as well as impacts on individual employees. The cost estimates will serve as a basis for the City to make necessary policy decisions to implement the compensation system in an orderly and effective manner.
Task 15 – Prepare and Review Preliminary Report
The Preliminary Report documents all classification and compensation study recommendations and the supporting information used for developing the recommendations. Specifically, the Preliminary Report will include the following:
• The City’s documented compensation policy including survey agencies and survey classifications
• Results of the labor market salary survey using tables and graphs • Documentation of selected benchmark classifications and the related job families • Appendices containing detailed labor market data sheets, recommended salary schedules, and supporting documentation.
The project consultants will conduct an in-depth review of the Preliminary Compensation Report with the City. Any needed corrections, clarifications, or modifications will be discussed at this time.
Review of the Draft Compensation Report will also include an appeal process that meets the City’s objectives. Employees, managers, and/or labor representatives will be able to submit specific issues and comments which will be researched, analyzed, and documented by the consultants. The consultants will provide the City with a written response to these issues as well as any changes in our draft recommendations.
Task 16 – Prepare and Submit Final Reports
The Final Reports will incorporate any appropriate revisions identified and submitted during the review of the preliminary reports and will serve as the administrative and procedural manuals for updating and maintaining the classification and compensation plans. The submittal of final reports will also include on-site presentations to managers, labor representatives, and the City Council. It is not uncommon for a series of draft reports to be prepared, each incrementally addressing feedback and policy direction by the City. Submittal of the final reports will also include training of City staff as needed.
City of Redondo Beach
Information Requirements
No significant resources will be required of City staff during the course of the Targeted Classification and Compensation Study. Potential time impacts on City staff include:
• Compiling background documents to the degree these are not readily available on the City’s website
• Providing an employee listing of all positions included in the study. • Providing input into policy decision such as the selection of survey agencies. • Reviewing and providing feedback on draft documents and recommendations.
Ralph Andersen & Associates has sufficient resources to complete the project without impacting City staff.
City of Redondo Beach
Schedule
Projects of this nature are highly sensitive. Because of this sensitivity and the anxiety experienced by many employees when going through this type of process, it is beneficial to complete the analysis in the most expedient manner feasible. Assuming full cooperation of the City and the survey agencies, our schedule assumes that all study activities can be completed within sixteen (16) weeks. If this schedule is too aggressive, we can adjust the schedule to fit the City’s timing objectives while also allowing additional review time by the City. Should a more aggressive timeline be required, we can likely reduce the overall schedule to 12 weeks, assuming JAQs are completed in a timely manner.
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
Task 1-Conduct project initiation meetings *
Task 2-Employees complete questionnaires
Task 3-Conduct job analysis interviews *
Task 4-Prepare and review preliminary classification report Task 5-Prepare class specifications
Task 6-Undertake review process *
Task 7-Finalize classification plan
Task 8-Discuss and document compensation policy *
Task 9-Collect compensation data
Task 10-Compile and format data
Task 11-Audit and finalize compensation data
Task 12-Conduct internal relationship analysis
Task 13-Develop salary recommendations
Task 14-Develop implementation strategies
Task 15-Prepare/review preliminary reports *
Task 16-Prepare and present final reports *
* Anticipated on-site meetings; key milestones shown in blue City of Redondo Beach
References
The following references represent just a small sample of similar assignments conducted by the firm. We are certain you will find that our record and our reputation are outstanding. Doug Johnson served as the project manager and Jeff McMurdo served as the primary consultant for all of the following projects.
Alameda County Water District
Scope of Work: Districtwide Classification and Compensation Study (2019- present).
Contact: Jennifer Solito, Human Resources & Risk Manager 43885 S Grimmer Blvd, Fremont, CA 94538
(510) 668-4220
[email protected]
City of Reno/City of Sacramento/Sloan Sakai Law Firm Support Scope of Work: Classification and Compensation Studies and Expert Witness Services.* Various projects totaling over $500,000.
Contact: Mr. Mark Gregersen.
(775) 556-3000
[email protected]
*Mr. Gregersen can speak to a number of projects conducted by the firm including classification and compensation studies conducted for Napa County, San Luis Obispo County, and the cities of Sacramneto, Vallejo, and Reno.
City of Monterey, CA
Scope of Work:Citywide compensation study including market data analysis and internal salary range relationships analysis.
Contact: Allyson Hauck, Human Resources Director
735 Pacific Street, Suite B, Monterey CA 93940
831-646-3767
[email protected]
City of Irwindale, CA
Scope of Work:Citywide classification and compensation study covering all job classifications.
Contact: Mary Hull, Human Resources Manager
5050 North Irwindale Ave., Irwindale, CA 91706
(626) 430-2204
[email protected]
Additional references can be provided on request.
City of Redondo Beach
Fees & Expenses
The total fixed cost for professional service fees and non-travel expenses to conduct the Classification and Compensation Study, as proposed, amounts to $33,500. The cost of professional services is based upon the project as described in the work plan and is a “fixed fee” regardless of which consultant performs the task and/or the number of hours needed to complete a particular element of the study.
The proposed professional services costs are based on the following hourly rates:
• Project Manager - $155
• Project Consultant - $135
• Research/Support Staff - $85
Due to continued Covid-19 restrictions, the firm has completed almost 50 classification and compensation studies using virtual meeting platforms such as Zoom and Microsoft Teams. For cost control and efficiency, our proposed cost assumes virtual meetings will be used for kick-off meetings, employee briefing sessions, employee interviews, and the review and presentation of draft and final reports.
On-site meetings can be conducted as needed, but would be billed separately on a permeeting basis. It is anticipated that the cost of an on-site meeting would not exceed $1,400 in professional service fees (portal-to-portal) and $700 in travel expenses.
Project invoicing will be completed monthly based on the percentage completion of the project. If the scope of the analysis creates budget problems for the City, or if additional analysis is desired, we are willing to review the work plan and adjust it and the cost so that it is mutually satisfactory.
City of Redondo Beach
Acceptance of Conditions
Ralph Andersen & Associates accepts all conditions listed in the City’s Request for Proposal.
City of Redondo Beach
Page A-1
Appendix A
Five-Year Listing of Clients
Five Year Client Listing
Page A-2
Appendix A
Five Year Client Listing
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
Cities
City of Albany
1000 San Pablo Ave.
Albany, CA 94706
Classification & Compensation
Study
Melissa Rojas
Human Resources Director
(510) 528-5714
[email protected]
City of Arcadia
240 W. Huntington Drive
Arcadia, CA 91066
Classification & Compensation
Study
Tracey Hause
Administrative Services
Director
(626) 574-5425
[email protected]
City of Auburn
1225 Lincoln Way
Auburn, CA 95603
Classification & Compensation
Study
Nathan Bagwill
Director of Administrative
Services
(530) 823-4211, ext. 110
[email protected]
City of Baldwin Park
14403 E. Pacific Avenue
Baldwin Park, CA 91706
Salary Compensation Survey
Laura J. Thomas
Human Resources/Risk
Manager
(626) 960-4011 ext. 355
[email protected]
City of Beaumont
550 E 6th Street
Beaumont, CA 92223
Classification & Compensation
Study
Compensation Study
Kari Mendoza
Administrative Services
Director
(951) 572-3228
[email protected]
City of Big Bear Lake
39707 Big Bear Blvd.
P.O. Box 10000
Big Bear Lake, CA
92315
Salary Survey – Chief
Operations Officer
Erica Stephenson
Administrative Services
Manager
(909) 866-5831 x120
[email protected]
City of Carlsbad
1635 Faraday Ave.
Carlsbad, CA 92008
Compensation Study –
Management CSEA
Survey Update 2021
Drew Cook
Human Resources
Department
(760) 602-7536
[email protected]
City of Carson
701 E. Carson Street
Carson, CA 90749
Compensation Survey
Faye Moseley
Director of Human Resources
and Risk Management
(310) 952-1735
[email protected]
City of Coachella
1515 Sixth Street
Coachella, CA 92236
Compensation Study Sandy Krause
Human Resources Manager
(760) 398-3502 ext. 132
[email protected]
Five Year Client Listing
Page A-3
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
Cordova Recreation &
Park District
2729 Prospect Park
Drive, Suite 230
Rancho Cordova, CA
95670
Classification and
Compensation Study
Andrea White, SPHR
Human Resource Manager
(916) 842-3315
[email protected]
City of Coronado
1825 Strand Way
Coronado, CA 92118
Executive and Division Manager
Compensation Analysis
Jim Krueger
Administrative Services
Director
(619) 522-7309
[email protected]
City of Cupertino
10300 Tore Avenue
Cupertino, CA 95014
Compensation Survey
Kristina Alfaro
Director of Administrative
Services
(408) 777-3220
[email protected]
City of Hercules Classification and
Compensation Study
Jenny E. Smith
Human Resources Specialist
(510) 799-8214
[email protected]
City of Hermosa Beach
1315 Valley Drive
Hermosa Beach, CA
90254
City Council Compensation
Survey
Compensation Survey
Vanessa Godinez
Human Resources Manager
(310) 318-0202
[email protected]
City of Hollister
327 Fifth Street
Hollister, CA 95023
Total Compensation Study Diana Hillstock
Human Resources Manager
(831) 636-4301 ext. 1124
[email protected]
City of Indio
100 Civic Center Mall
Indio, CA 92201
Classification and
Compensation Study
Terry Derringer
Director of Human Resources
& Risk Management
(760) 391-4009
[email protected]
City of Irwindale
5050 North Irwindale
Avenue
Irwindale, CA 91706
Compensation Study Mary Hull
Human Resources Manager
(626) 430-2204
[email protected]
City of Ketchikan, AK
334 Front Street
Ketchikan, AK 99901
Compensation Study and
Technical Assistance on
Related Matters
Marie Miller
Human Resources Manager
(907) 228-5623
[email protected]
City of La Mirada
13700 La Mirada Blvd.
La Mirada, CA 90638
Total Compensation Study Cristina Cota
Human Resources Manager
(562) 943-0131
[email protected]
City of Laguna Hills
24035 El Toro Road
Laguna Hills, CA 92653
Classification and
Compensation Study
Melissa Au-Yeung
Deputy City Manager
(949) 707-2621
[email protected]
City of Lake Forest
25550 Commercentre
Drive, Suite 100
Lake Forest, CA 92630
Classification and
Compensation Study
City Manager Survey
Technical Assistance
Debra Rose
Director of Management
Services
(949) 461-3414
[email protected]
Five Year Client Listing
Page A-4
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
City of Menlo Park
428 J Street, Ste. 400
Sacramento, CA 95814
Police Chief Compensation
Survey
Mark Gregersen
Former Director of Human
Resources, City of Reno
Former Consultant with Sloan
Sakai
(916) 300-8441
[email protected]
City of Merced
678 West 18th Street
Merced, CA 95340
Classification Study Deneen Proctor
Director of Support Services
(209) 385-4780
[email protected]
City of Modesto
1010 10th Street
Modesto, CA 95354
Classification & Compensation
Study
Joseph P. Lopez
Assistant City Manager
(209) 571-5809
[email protected]
City of Monterey
735 Pacific Street, Suite
B
Monterey, CA 93940
FFMA Survey Update Allyson Hauck
Human Resources Director
(831) 646-3767
[email protected]
City of Monterey
735 Pacific Street, Suite
B
Monterey, CA 93940
Compensation Study
MPA Update (February 2020)
Jeff Sloan
Partner
(415) 678-3800
[email protected]
National City
1243 National City Blvd.
National City, CA 91950
Compensation Survey Eddie Kreisberg
Attorney
(650) 248-2125
[email protected]
City of Oakland
1220 7th Street
Berkeley, CA 94710
Fire Arbitration Jeff Sloan
Partner
(415) 678-3800
[email protected]
City of Palm Springs
3200 E. Tahquitz
Canyon Way
Palm Springs, CA
92262
Total Compensation Survey
Total Compensation Survey
(Police)
Compensation Survey – Airport
Operations Supervisor
Perry Madison
Director of Human Resources
(760) 323-8215
[email protected]
City of Palo Alto
250 Hamilton Avenue
Palo Alto, CA 94303
Compensation Survey – POA /
IAFF / FCA
Compensation Survey –
UMPAPA
Market Study – SEIU –
Inspector Field Services
Management and Professional
Group Market Study
Rumi Portillo
Chief People Officer
(650) 329-2376
[email protected]
City of Paramount
16400 Colorado Avenue
Paramount, CA 90723
Compensation Study
Minimum Wage Compression
Study
Jonathan Masannat
Human Resources Manager
(562) 220-2022
[email protected]
Five Year Client Listing
Page A-5
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
City of Petaluma
11 English Street
Petaluma, CA 94952
Classification and
Compensation Study – Full-time
Miscellaneous Non-Sworn
Positions
POA Non-Sworn Survey Update
Amy Reeve
Director of Human Resources
(707) 778-4343
[email protected]
City of Port Hueneme
250 N. Ventura Road
Port Hueneme, CA
93041
Classification & Compensation
Study 2021
Melanie Hanisco
Human Resources Manager
(805) 986-6501
[email protected]
City of Reno, NV
P.O. Box 1900
Reno, NV 89505
Labor Market Analysis
Police and Fire Compensation
Study
Mark Gregersen
Former Director of Human
Resources
(916) 300-8441
[email protected]
City of Reno, NV
1 E. First Street, 11th Fl
Reno, NV 89501
Total Compensation Survey Jesse Puett
Management Analyst
(775) 348-6901
[email protected]
City of Sacramento, CA
428 J Street, Ste. 400
Sacramento, CA 95814
Compensation Services
Police Officers Association
Arbitration
Mark Gregersen
Former Director of Human
Resources, City of Reno
Former Consultant with Sloan
Sakai
(916) 300-8441
[email protected]
City of Sacramento
915 I Street
Sacramento, CA 95814
Salary Surveys
2017-18 Fire and Locksmith
Survey
Salary Surveys (4 positions)
Fire Survey Update 2018
6 Class Survey May 2019
Sacramento Fire Local 2019
Treasury Study – Salary Survey
2 Positions
POA Survey 2019
LOC 39 – 5 Classes Survey
POA Local Market Survey July
2019
Fire Retiree Health Survey 2019
Fire Arbitration
Compensation Survey –
Procurement Services Manager
Salary Survey – Fire 2020
POA 2020 Survey Update
POA 2021 Survey
Mayor and City Council Survey
2022
Shelley Banks-Robinson
Labor Relations Manager
(916) 808-5541
SMBanks-Robinson@
cityofsacramento.org
Five Year Client Listing
Page A-6
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
City of St. Helena
1480 Main Street
St. Helena, CA 94574
Classification & Compensation
and Organization Review of the
Public Works Department
Technical Assistance – Human
Resources Technician
Kathy Robinson, SPHR
Human Resources &
Information Technology
Director
(707) 968-2741
[email protected]
City of Santa Clara
1500 Warburton Avenue
Santa Clara, CA 95050
Compensation Study
Fire Survey Update
2019 Survey Update (3 classes)
Julia Hill
Assistant Director of Human
Resources
(408) 615-2161
[email protected]
City of Santa Rosa
350 Sansome Street,
Suite 300
San Francisco, CA
94104
Fire Arbitration Jonathan Holtzman
Partner
(415) 848-7235
[email protected]
City of Santee
10601 Magnolia Avenue
Santee, CA 92071
Classification Study Erica Hardy
Director of Human Resources
(619) 258-4100 ext. 132
[email protected]
City of Shoreline
17500 Midvale Ave. N
Shoreline, WA 98133
Compensation Study
Donald Moritz
Human Resources and
Organizational Development
Director
(206) 801-2241
[email protected]
City of Signal Hill
2175 Cherry Avenue
Signal Hill, CA 90755
Compensation Study
Comprehensive Compensation
Study of City-wide Job Classes
Sylvia Soong
Human Resources Manager
(562) 989-7307
[email protected]
City of Simi Valley
2929 Tapo Canyon
Road
Simi Valley, CA 93063
Job Analysis (Waterworks Meter
Reader and Water system
Supervisor
Classification Study –
Emergency Services Manager
Technical Assistance –
Classification and
Compensation
Elizabeth Foushee
Deputy Director/Human
Resource
(805) 583-6741
[email protected]
City of Snoqualmie, WA
38624 SE River Street
Snoqualmie, WA 98065
Classification and
Compensation Study of all
Management and Professional
Positions
Debra Vigil
Director of Administrative
Services
(425) 888-8004
[email protected]
City of South Lake
Tahoe
1901 Airport Road,
S Lake Tahoe, CA
96150
Classification & Compensation
Study; Ongoing Technical
Assistance
Janet Emmett
Human Resources Manager
(530) 542-6052
[email protected]
City of South Pasadena
1414 Mission Street
South Pasadena, CA
91030
Technical Assistance on
Classification and
Compensation Matters
Tara Schultz
Interim Human Resources
Director
(626) 403-7312
[email protected]
Five Year Client Listing
Page A-7
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
City of Stockton
22 E. Weber Ave., Suite
150
Stockton, CA 95202
Department Head Survey
Update
2017 Technical Assistance
Teresia Zadroga-Haase
Human Resources Director
209-937-8344
[email protected]
City of Suisun City
701 Civic Center Blvd.
Suisun City, CA 94585
Compensation Study
Joe Dingman
Administrative Services
Director
(707) 421-7300
[email protected]
City of Sunnyvale
P.O. Box 3707
Sunnyvale, CA 94088
Technical Assistance (Master
Contract)
Survey Update – COA
(Dispatchers)
Fire Protection Classification
and Compensation Study
PSOA Annual Survey
Tammy Parkhurst
Human Resources Manager
(408) 730-7498
[email protected]
City of Tracy
333 Civic Center Plaza
Tracy, CA 95376
Total Compensation Study Midori Lichtwardt
Director of Human Resources
(209) 831.6159
[email protected]
City of Tulare
411 E. Kern Avenue
Tulare, CA 93274
Total Compensation Survey Irene M. Santos
Management Analyst
(559) 684-4204
[email protected]
City of Watsonville
1220 7th Street
Berkeley, CA 94710
Fire Arbitration Jeff Sloan
Partner
(415) 678-3800
[email protected]
Counties
Mono County
P.O. Box 696
Bridgeport, CA 93517
Salary and Compensation
Analysis
Dave Butters
Human Resources Director
(760) 932-5413
[email protected]
Napa County
1195 Third Street
Napa, CA 94559
SEIU Limited Compensation
and Internal Alignment
Management Survey Update –
2018
PSE Compensation Survey
2019
SEIU Compensation Survey
Update 2020
PSE Survey Update October
2021
Management Conf. Benchmark
Survey 2021
Union Survey (2022)
Christine M. Briceno
Director of Human Resources
(707) 259-8341
[email protected]
San Benito County
481 4th Street
Hollister, CA 95023
Classification & Compensation
Study
Edgar Nolasco
Deputy County Administrative
Officer
(831) 636-4000 ext. 16
[email protected]
Five Year Client Listing
Page A-8
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
San Joaquin County
24 South Hunter Street
Stockton, CA 95202
Multiple classification and
compensation studies of various
employee groups conducted
since 1998
Marilyn Maskell
Principal Human Resources
Analyst
(209) 468-3276
[email protected]
San Joaquin County
428 J Street, Ste. 400
Sacramento, CA 95814
SEIU Factfinding 2019 Jeff Sloan
Partner
(415) 678-3800
[email protected]
San Luis Obispo County
1220 7th Street
Berkeley, CA 94710
Factfinding SLOCEA –
Technical Assistance
Factfinding SDSA – Technical
Assistance
Jeff Sloan
Partner
(415) 678-3800
[email protected]
Solano County
675 Texas Street
Fairfield, CA 94533
Compensation & Benefits
Studies
Marc A. Fox
Director of Human Resources
(707) 784-2552
[email protected]
Sonoma County
575 Administration Drive
#116B
Santa Rosa, CA 95403
Total Compensation Survey –
Phase I (18 Job Classes)
Total Compensation Survey –
Phase II (141 Job Classes)
Total compensation Survey –
Phase III (9 Water Agency Job
Classes)
Human Resources
Classification Study
EFS Manager
2018 Compensation Survey
Update
Classification Study Community
Development Commission
Lisa Conner
Human Resources Analyst III
(707) 565-5119
[email protected]
Higher Education
Mendocino College
1000 Hensley Creek
Road
Ukiah, CA 95482
Technical Assistance on
Classification and
Compensation Matters
Nicole Marin, SHRM-CP
Director of Human Resources
(707) 468-3056
[email protected]
Southwestern
Community College
District
900 Otay Lakes Rd.
Chula Vista, CA 91910
Ad-Hoc Technical Assistance
Rose C. DelGaudio
Executive Assistant
Superintendent/Vice President
for Human Resources
(619) 482-6328
[email protected]
Water Districts
Alameda County Water
District
43885 S. Grimmer Blvd.
Fremont, CA 94538
Classification and
Compensation Study
Jennifer Solito, M.A., SPHR
Human Resources & Risk
Manager
(510) 668-4220
[email protected]
Five Year Client Listing
Page A-9
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
East Bay Regional Park
District
P.O. Box 5381
Oakland, CA 94605-
0381
Classification and
Compensation for Management,
Confidential, POA, and
Seasonal Employees
Technical Assistance
Dr. Ana M. Alvarez
Deputy General Manager
(510) 544-2011
[email protected]
East Bay Regional Park
District
2225 E Bayshore Road,
Suite 200
Palo Alto, CA 94303
AFSCME Survey Update 2021
Survey Update 2021
Management, Confidentials,
Police Association
Eddie Kreisberg
Attorney
(650) 248-2125
[email protected]
Irvine Ranch Water
District
15600 Sand Canyon
Avenue
Irvine, CA 92618
2014/2015 Compensation
Survey
Compensation Study 2018
Gretchen C. Ronin
Human Resources Manager
(949) 453-5438
[email protected]
Mesa Water District
1965 Placentia Avenue
Contra Costa, CA 92627
Technical Assistance on
Classification and
Compensation Matters
Coleen L. Monteleone
Administrative Services
Manager
(949) 631-1205
[email protected]
Municipal Water District
of Orange County
18700 Ward Street
Fountain Valley, CA
92728
Classification and
Compensation Study
Cathleen Harris
Administrative Services
Manager
(714) 593-5007
[email protected]
Nevada Irrigation District
1036 West Main Street
Grass Valley, CA 95945
Salary Survey Jana Kolakowski
Human Resources Manager
(530) 271-6825
[email protected]
Olivenhain Municipal
Water District
1966 Olivenhain Road
Encinitas, CA 92024
Compensation Survey
Salary Survey
Thomas Wood
Human Resources Manager
(760) 632-4211
[email protected]
Otay Water District
2554 Sweetwater
Springs
Spring Valley, CA 91978
Compensation and Benefits
Study
Technical Assistance
Kelli Williamson
Human Resources Manager
(619) 670-2227
[email protected]
Sacramento Suburban
Water District
3701 Marconi Avenue,
Suite 100
Sacramento, CA 95821
2018 Compensation Study Dan Bills
Finance Director
(916) 679-3970
[email protected]
South Coast Water
District
31592 West Street
Laguna Beach, CA
92651
Classification, Compensation,
and Benefits Study
Additional Classification and
Compensation Study 2021
Robin Wiessner, CPBA, HCS
HR & Risk Manager
(949) 499-4555 ext. 3118
[email protected]
Five Year Client Listing
Page A-10
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
Sweetwater Authority
505 Garrett Avenue
Chula Vista, CA 91910
Salary and Benefits Survey Jennifer Sabine
Assistant General Manager
(619) 409-6702
[email protected]
Trabuco Canyon Water
District
32003 Dove Canyon
Drive
Trabuco Canyon, CA
92679
Classification and
Compensation Matters
Fernando Paludi
General Manager
(949) 709-5721
[email protected]
Vallecitos Water District
201 Vallecitos de Oro
San Marcos, CA 92069
Classification and
Compensation Study
Rhondi Emmanuel
Administrative Services
Manager
(760) 744-0460 ext. 240
[email protected]
West Basin Municipal
Water District
17140 S. Avalon Blvd.,
Suite 210
Carson, CA 90746
Classification and
Compensation Study
Michelle Green
Human Resources Officer
(310) 660-6228
[email protected]
Other Districts and Authorities
Housing Authority of the
City of Alameda
701 Atlantic Avenue
Alameda, CA 94501
Total Compensation Study
Compensation Study – Exempt
Positions
Compensation Study of NonExempt Positions
Management Compensation
Review (Amended Scope)
Vanessa M. Cooper
Executive Director
(510) 747-4320
[email protected]
Alameda County
Housing Authority
22941 Atherton Street
Hayward, CA 94541
Management Compensation
Study
Thomas Makin
Deputy Director for Operations
(510) 727-8516
[email protected]
Aptos-La Selva Fire
Protection District
428 J Street, Ste. 400
Sacramento, CA 95814
Business Manager Survey Charles Sakai
Managing Partner
(415) 299-0856
[email protected]
Association of Regional
Center Agencies
(ARCA)
980 9th Street, Ste. 1450
Sacramento, CA 95814
Compensation Analysis –
Executive Director
Kathy Hebert
ARCA Board of Directors
President
(916) 446-7961
[email protected]
Black Gold Cooperative
Library System
580 Camino Mercado
Arroyo Grande, CA
93420
Classification Study and Total
Compensation Survey
Glynis Fitzgerald
Director of Operations
(805) 543-6082
[email protected]
Five Year Client Listing
Page A-11
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
Conejo Recreation and
Park District
403 West Hillcrest Drive
Thousand Oaks, CA
91360
Technical Assistance – Class &
Compensation Matters
Phyllis Bluhm
Human Resources Supervisor
(805) 381-1221
[email protected]
Contra Costa County
Schools Insurance
Group
550 Ellinwood Way
Pleasant Hill, CA 94523
Compensation Study Erica Williamson
Human Resources Manager
(866) 922-2744
[email protected]
Costa Mesa Sanitary
District
290 Paularino Avenue
Costa Mesa, CA 92626
Classification and
Compensation Study
Dyana Bojarski
Management Analyst II
(949) 645-8400 ext. 226
[email protected]
Menlo Park Fire
Protection District
170 Middlefield Road
Menlo Park, CA 94025
AFSCME Compensation Survey
Classification & Compensation
Study
Brenna Rowe
Human Resources Manager
(650) 688-8400
[email protected]
North Bay Schools
Insurance Group
380A Chadbourne Road
Fairfield, CA 94534
Compensation Study Jan DeGracia
Executive Director
(707) 428-1830 ext. 105
[email protected]
Oakland School of the
Arts
1220 7th Street
Berkeley, CA 94710
Compensation Study and
Research
Jeff Sloan
Partner
(415) 678-3800
[email protected]
Orange County Fire
Authority
1 Fire Authority Road
Irvine, CA 92602
Classification and
Compensation As Needed
Debbie Casper, C.P.M., CPPB
Purchasing & Materials
Manager
(714) 573-6641
[email protected]
Redwood Empire
Schools’ Insurance
Group
5760 Skylane Blvd.,
Suite 100
Windsor, CA 95492
Compensation Survey Ronda Bergesen
Business Manager
(707) 836-0779 x105
[email protected]
Sacramento County
Employees’ Retirement
System
980 9th Street, Suite 750
Sacramento, CA 98512
CEO Compensation Analysis
CEO Performance Evaluation
System
Management Compensation
Survey Update 2017
Compensation Study
Kathy Ragalia
Chief Operations Officer
(916) 874-9119
[email protected]
San Diego County
Water Authority
4677 Overland Avenue
San Diego, CA 92123
Classification and
Compensation Study
Survey Update – 14 Positions
Ashley Kite
Senior Human Resources
Analyst
(858) 522-6667
[email protected]
Five Year Client Listing
Page A-12
Agency Scope of Services Contact Name
Contact Title
Telephone Number
E-mail Address
Santa Barbara County
Air Pollution Control
District
260 North San Antonio
Road, Suite A
Santa Barbara, CA
93110
Compensation Study Kristina Aguilar, CPA
Administrative Manager
(805) 961-8800
[email protected]
Santa Clara County
Central Fire Protection
District
14700 Winchester Blvd.
Los Gatos, CA 95032
Total Compensation Survey –
Firefighter / Engineer
Compensation Survey Services
for the Fire Prevention Division
Fire Survey Update 2018
Total Compensation Study
Salary Survey
Rebecca Lo
Management Analyst
(408) 341-4457
[email protected]
South Tahoe Public
Utility District
1275 Meadow Crest Dr.
South Lake Tahoe, CA
96150
Compensation Study Nancy Hussmann
Human Resources Director
(530) 543-6222
[email protected]
State Bar of California
180 Howard St.
San Francisco, CA
94105
Salary Survey and Related
Services
Steve Mazer
Chief Administrative Officer
(415) 538-2326
[email protected]
Tahoe Truckee Unified
School District
11603 Donner Pass
Road
Truckee, CA 96161
Management Classification and
Compensation Study
Thomas Gemma
Executive Director of
Administrative Services
(530) 582-2500
[email protected]
Teton County Fire
Protection District
911 North Highway 33
PO Box 474
Driggs, ID 83422
Compensation Study and
Analysis
Bret Campbell
Fire Chief
(208) 715-5201
[email protected]
Ventura County
Employees’ Retirement
Association
1190 South Victoria
Avenue, Suite 200
Ventura, CA 93003
Market-based Compensation
Analysis
Chris Ayala
Program Assistant
(805) 339-4261
[email protected]
Whatcom Transportation
Authority
2011 Young Street
Bellingham, WA 98225
Compensation Study Kimberly Somers (360) 738-4588
[email protected]
City of Redondo Beach
Page B-1
Appendix B
Sample Job Analysis Questionnaire
2014 Ralph Andersen & Associates
All Rights Reserved 1
JOB ANALYSIS QUESTIONNAIRE
DUE DATES
Return to Supervisor:
Return to Human Resources:
INTERVIEW REQUEST
Would you like to be interviewed regarding your classification? Yes No If yes, Individual Interview Group Interview
If yes, indicate reason and preference:
Title Change
Salary Issue
Other
I - IDENTIFYING INFORMATION
A. Name
(Last) (First) (Middle Initial)
B. Department Division
C. Current Classification Title
D. Length of Time in Current Position
(Years) (Months)
E. Previous Title with Organization
Length of Time (Years/Months)
F. Total Length of Time with Organization
(Years) (Months)
G. Assigned Hours/Week ; from am/pm to am/pm
H. Assigned Days/Week ; from to
I Work Address Telephone Number ( )
Ext.
J. Name of Immediate Supervisor Telephone Number ( )
Ext.
K. Classification of Immediate Supervisor
II - PURPOSE OF YOUR POSITION
Describing your job as you would to someone not familiar with your work, briefly summarize the overall purpose(s) of your position, as you understand it, and the key result that the job is expected to achieve. 2014 Ralph Andersen & Associates
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III - IMPORTANT AND ESSENTIAL DUTIES
Listing the most important duties first, describe the major duties performed by the position. A duty is an activity performed to achieve the purpose or objectives of the job. A duty is a significant part of a functional area and consists of the performance of one or more tasks. Start each duty statement with a verb such as prepare, maintain, calculate, collect, compile, clean, repair, or other similar action word.
Respond based on actual job duties and responsibilities. Describe the job responsibilities/duties as they exist now. In other words, tell us what you are actually doing in the job – this may or may not differ from what your current job description states.
NOTE: This is NOT an evaluation of your personal background or performance in the job.
Be objective and accurate. Try not to understate or inflate the job. Base your responses on the typical duties and responsibilities of the job under normal conditions, not under unusual circumstances or temporary assignments.
Frequency Code: D (Daily), W (Weekly), M (Monthly), Q (Quarterly), S (Semi-Annually), Y (Yearly) % of Total Job: Assuming all duties listed encompass 100% of the total job, give a best estimate of the approximate percentage of total job that each duty (or group of related duties) represents. The total of all duty statements must equal 100%.
IMPORTANT AND ESSENTIAL DUTIES Frequency
Code
Percent of
Total Job
1. 2.
3. 4.
5. 6.
7. 8.
9. 10.
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IMPORTANT AND ESSENTIAL DUTIES Frequency
Code
Percent of
Total Job
11. 12.
13. 14.
15. 16.
17. 18.
19. 20.
IV - DUTIES ADDED TO YOUR JOB IN THE LAST YEAR
Identify each duty (by number) in Section III that has been added to your job in the last year and provide a brief explanation as to why this duty was added to your job.
Duty # Brief Explanation
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V - JOB RELATED QUALIFICATIONS
JOB RELATED QUALIFICATIONS: Please list the knowledge, skills and abilities that are:
1. Necessary for the successful performance.
2. Cannot be learned in a brief training or orientation session (1 week or less).
3. Required by the job, not ones you have acquired on the job.
DEFINITIONS
KNOWLEDGE is a body of information that applies directly to the performance of a function or duty (e.g., Knowledge of accounting principles and practices.)
SKILL is a developed ability to use knowledge effectively or dexterity/coordination in the performance of physical tasks (e.g., Operate word processing equipment).
ABILITY is the competence or capability to perform an observable duty and usually results in an observable product (e.g., Prepare clear and concise reports).
Please list the knowledge, skills and abilities that are essential for the position being described. The knowledge, skills and abilities listed under this section should be linked with the essential duty statements.
ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES STATEMENTS
Duties from
Section III
(Please identify the
duties from Section
III by Number)
1. 2.
3. 4.
5. 6.
7. 8.
9. 10.
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ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES STATEMENTS
Duties from
Section III
(Please identify the
duties from Section
III by Number)
12. 13.
14. 15.
16. 17.
18. 19.
20. 21.
22. VI - COMPUTER SKILLS
What computer skills are required to perform your job? Remember this is not necessarily the level of skills you possess, but the level required in the normal performance of your job. Check as many boxes that apply.
Work requires typical office computing software including the use of e-mail, spreadsheet, word processing, presentation, and internet applications.
Work involves developing, maintaining, and enhancing applications. Applications may include special purpose software systems, databases, interactive-spreadsheets, data entry forms, report writers, and web-based systems.
Work requires the maintenance, installation, and administration of operating systems including desktop computers, servers, and other hardware. Duties typically also include troubleshooting and installing computer hardware components and software applications.
Work involves the installation, maintenance, and administration of network servers, server-based applications, network/communication hardware, and special purpose servers such as e-mail, security, internet/intranet, and related systems.
Work involves both local and wide-area networks (if applicable). 2014 Ralph Andersen & Associates
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VII - EDUCATION & EXPERIENCE
A. Education -- What minimum level of education is needed to satisfactorily perform your job? (Not necessarily your background.)
Read and write; no specific requirements High school diploma or equivalent (G.E.D.) Supplemental training - vocational or college level Formal specialized training - 2 year college program; course apprenticeship/technician
Bachelor’s or higher degree Field of Study:
Please list any licenses, registrations, or certificates required for your position and the agency responsible for issuing it.
License, Certificate, Registration Issuing Agency
B. Experience -- In addition to education and training, what is the minimum required experience? years.
VIII - EQUIPMENT OPERATING REQUIREMENTS
List equipment or machines you use in the regular course of your assigned duties that require training and skill to operate proficiently. For each item, please assign a frequency code (D, W, M, Q, S, Y) and estimate the total amount of time spent operating that piece of machinery/equipment.
REQUIRED DOCUMENTATION
MACHINE/EQUIPMENT Relative Frequency Percent of Time
1. 2.
3. 4.
5. 6.
7. 8.
9. 10.
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IX - SUPERVISION EXERCISED
A. Do you exercise supervision over any employees? Yes No B. If yes, please check the definition that best describes the type of supervision you exercise and the names and classification/job titles of the employees whom you supervise. Please attach additional pages if necessary.
Technical and Functional (Lead Worker) - You are responsible for prescribing procedures, methods, materials and formats used in recurring projects of particular area(s) of work including training other employees. In addition, you are also responsible for recurring work projects or activities involving other employees to whom you give direction and guidance including lead supervision for a project or set of work activities. You may also have responsibility for assigning, scheduling, coordinating, organizing, and directing work activities.
Regular Lead Project Lead
Employee Name Class/Job Title
Direct Supervision - In addition to functional and technical supervision, you are responsible for the administration of line personnel functions including employee selection, discipline, grievances, and formal performance evaluations.
Employee Name Class/Job Title
C. If you checked either of the above, please indicate the nature of group supervised and the number supervised.
Full-time Part-time Seasonal/Temp Volunteer
D. Please clarify your responsibility for the following supervisory responsibilities and decisions. Check the appropriate description that relates to each applicable function you perform in your position.
RESPONSIBILITY
Function Responsible for
Function
Make Formal
Recommendations Provide Input N/A
Hiring
Termination
Promotion
Performance Appraisal
Employee Discipline
Employee Counseling
Setting Goals and Objectives
Revising Procedures
Changing Policy
Training
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X - CONTACTS
A. With what individuals inside your organization do you have regular and frequent job related contact other than your supervisor and those you supervise? Check the type of contact, indicate the purpose(s) of the contact (a, b, c, d, e, f, g) using the codes noted below, and the relative frequency (D, W, M, Q, S, Y). You may indicate more than one “purpose of contact” as appropriate.
Purpose of Contact Code Purpose of Contact Code
Provide information a Negotiate solutions within policy guidelines e Collect information b Negotiate solutions involving policy changes f Coordinate projects, activities, etc. c Other - specify below g Solve problems d
Type of Internal Contact Purpose of Contact Relative Frequency Clerical/maintenance staff, other departments
Professional/technical staff, same department
Professional/technical staff, other departments
Managers, other departments
Council(s) (Type: )
Board(s) (Type: )
Commission(s) (Type: )
Committee(s) (Type: )
(Specify)
(Specify)
B. With what individuals outside your organization do you have regular and frequent contact required by the major responsibilities of your job? Check the type of contact, indicate the purpose(s) of the contact (a, b, c, d, e, f, g) using the codes noted above, and the relative frequency (D, W, M, Q, S, Y). You may indicate more than one “purpose of contact” as appropriate.
Type of External Contact Purpose of Contact Relative Frequency General Public
Contractors, engineers and/or developers
Vendors
Public Agencies
Consultants
Committee(s) (Type: )
(Specify)
(Specify)
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XI - ENVIRONMENTAL FACTORS
Please identify the environmental factors that you are exposed to in the course of your job and indicate the relative frequency code (see below) for each of the applicable conditions. Also, indicate from Section III the number(s) of the Duties (i.e., #3, #6) that are related to these working conditions. Please leave line blank if environmental factor is not applicable.
Frequency Codes: I = Infrequent (less than 10%) M = Moderate, Average (25% - 50%) S = Seldom, Minimal (10% - 25%) A = Almost Always (more than 50%) Condition Relative Frequency Duties
I S M A
Outside environment; travel from site to site
Inside environment
Heat
Cold
Dampness or Chilling
Dry atmosphere condition
Working in confined spaces
Working closely
Work alone
Irregular work hours
Working with machinery
Working with or in water
Working below ground
Work on ladders/scaffolds
Vibration
Noise
Slippery/uneven surfaces
Moving objects/vehicles
Grease and Oils
Radiant energy
Electrical energy
Explosives
Silica, asbestos, etc.
Dust (specify):
Toxic Chemicals (list):
Fumes, smoke, gases (list):
Solvents (list):
Exposure to poisonous animals/insects
Stress, emergency (specify):
Other factors not listed:
Check the box that best describes your overall environmental working conditions:
General – Standard office/indoor setting.
Variable – Moderate exposure to conditions that may be unpleasant such as inclement weather, machine noise, or strong odors; occasional exposure to risks controlled by safety precautions.
Hazardous - Infrequent or moderate exposure to risks or discomforts that are partially controlled by special safety precautions, e.g., working around machines with moving parts, with contagious diseases or irritant chemicals.
Significant Risk - Continuous high risks with exposure to potentially dangerous situations requiring a range of safety or other precautions, e.g., working at great heights, under extreme conditions, subject to possible physical attack, working around high voltage.
2014 Ralph Andersen & Associates
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XII - PHYSICAL FACTORS
Please identify each appropriate physical activity required in the performance of your job and indicate the relative frequency code (see below) for each activity. Also indicate from Section III the number(s) of the Duties (i.e., #3, #6) that are related to these physical factors. Please leave line blank if physical activity is not applicable.
Frequency Codes: I = Infrequent (less than 10%) M = Moderate, Average (25% - 50%) S = Seldom, Minimal (10% - 25%) A = Almost Always (more than 50%) Condition Relative Frequency Duties
I S M A
Heavy lifting, 45 lbs. & over
Moderate lifting, 15-45 lbs.
Light lifting, under 15 lbs.
Heavy carrying, 45 lbs. & over
Moderate carrying, 15-45 lbs.
Light carrying, under 15 lbs.
Pulling
Pushing
Reaching
Use of fingers
Both hands required
Walking
Standing
Sitting
Crawling
Kneeling
Repeated bending
Climbing
Operating of motorized equipment
Ability to discharge firearms
Speech
Visual requirements
Near vision, i.e., 20 inches or less
Mid-range, i.e., more than 20 inches and less than 20 feet. Distance, i.e., 20 feet or more
Color, i.e., ability to identify and distinguish colors Depth Perception
Repetitive motions
Hearing requirements
Special factors not listed:
Check the box that best describes the overall amount of physical effort typically required by your job:
Standard - Normally seated, standing or walking at will; normal physical ability to do some bending and light carrying.
Restricted/Mobile - Confined to immediate work area; can only leave work station during assigned breaks.
Exertive - Extensive walking, recurring bending, crouching, stooping, stretching, reaching or similar activities; recurring lifting of light or moderately heavy items.
Strenuous - Considerable and rapid physical exertion or demands on the body such as frequent climbing of tall ladders, continuous lifting of heavy objects, crouching or crawling in restricted areas; exertion requires highly intense muscular action leading to substantial muscular exhaustion.
2014 Ralph Andersen & Associates
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XIII - MISCELLANEOUS COMMENTS
Please provide any Miscellaneous Comments that may help clarify the duties and responsibilities of your position. Please include any specific issues associated with your job duties that you do not feel were adequately captured on this form.
XIV – ORGANIZATION CHART
Please attach an organization chart(s) for your work unit or division.
Please sign and date the completed questionnaire, make a copy for your files, and forward to your immediate supervisor.
Employee Signature: Date:
Type or Print Name:
2014 Ralph Andersen & Associates
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(This page is available as a separate online template)
IMMEDIATE SUPERVISOR REVIEW
Did the employee describe the duties and responsibilities of the position accurately and fully? Are there duties missing? Are there any duties listed that are not requirements of this position? Please comment. Do not make comments regarding employee performance.
Signature: Date:
Type or Print Name:
Classification Title:
MANAGEMENT REVIEW
Do the preceding descriptions and comments by the employee and immediate supervisor(s) describe the position accurately and fully? Please comment.
Signature: Date:
Type or Print Name:
Classification Title:
Ralph Andersen & Associates
5800 Stanford Ranch Road, Suite 410
Rocklin, CA 95765
Tel: 916.630.4900
www.ralphandersen.com