20140722 Late CorrespondenceCity of Rancho Palos Verdes
Classification and Compensation Study
Presented by :
Jill Engelmann, Principal Consultant
July 22, 2014
Presentation Agenda/Topics
• About CPS HR Consulting
• Project Team
• Study Background
• Classification Study Tasks and Deliverables (includes
timelines and communication points)
• Compensation Study Tasks and Deliverables (includes
timelines and communication points
• Why our clients choose CPS HR
AND MADE A PART OF THE
COUNCIL MEETING OF-~~~~~·
OFFICE OF THE CITY ERK :r
CARLA MORREALE, CITY CLERK
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About CPS HR Consulting
• Established as a Joint Powers Authority in 1985
• By charter, CPS HR serves only public sector and non-
profit agencies
• CPS HR is a self-sustaining mission -driven organization
• The CPS HR Board of Directors represents diverse public
sector organizations across the country
• Our mission is to transform human resource
management in the public sector
• Our vision is enabling people to realize the promise of
public service
About CPS HR Consulting
Primary services:
• Talent management strategy
• Recruitment and selection
• Classification and compensation
• Training and development
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Name
Jill Engelmann,
SPHR
Felicia Clayton
Monica Garrison-
Reusch
Susan Meibaum
Ariele Rodriguez
Project Team
Role Study Expertise
Project Manager Project Management
Classification/Compensation
Project
Consultant
Project
Consultant
Project
Consultant
Project
Consultant
Classification/Compensation
Compensation
Classification/Compensation
Compensation
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Study Background
• The City wishes to undertake a comprehensive classification and
compensation study for all City positions
o The City has approximately 84 full time and part time
employees assigned to approximately 50 job classifications
• There is a need to update the City's classification structure so
that it reflects the City's overall classification strategy, includes
clear definitions and career ladders, and class specifications
that are in compliance with law and reflect current duties and
requirements.
• There is a need to conduct a comprehensive compensation
study in order to ensure that the City's compensation plan is up
to date and consistent with the City's compensation strategy.
Classification Study Tasks and
Deliverables
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Study Tasks/Deliverables -Classification
Week 1
• Review background materials
• Develop job evaluation tool to ensure valid data is
collected and analyzed; Position Description
Questionnaire (PDQ) should be designed to
capture:
o Elements/factors used to evaluate jobs for
classification purposes
o FLSA criteria
Study Tasks/Deliverables -Classification
Week3
• Conduct project initiation meetings with the City's
Project Oversight Team and key stakeholders
• Conduct employee orientation sessions
Weeks 4-7
• Employees complete PDQ's; supervisors and managers
review, provide feedback and sign to validate PDQ
content
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Study Tasks/Deliverables -Classification
Weeks 8 -12
• Review PDQ's and prepare interview schedules
• Conduct job evaluation interviews with all
incumbents in full-time positions and a
representative sample of incumbents in part-time
positions (on-site communication points)
• Conduct classification and FLSA analysis
--·~.
Study Tasks/Deliverables -Classification
Week 14
• Analyze classification data and prepare draft report.
• Prepare revised class specifications
• Conduct review of Draft Classification Report with the City's
Project Representatives (communication point)
Weeks 15 & 16
• Resolve any issues from the Draft Classification Report
• Prepare Final Classification Report and present to City
Council.
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Compensation Study Tasks
and Deliverables
Study Tasks/Deliverables -Compensation
Week 1
• Review background materials
Week 3 (Same on-site visit as Week 3 Classification Study)
• Conduct project initiation meetings
• Discuss Labor Market Agencies and Labor Market
Position
• Discuss Benchmark Classifications
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Study Tasks/Deliverables -Compensation
Weeks
• Develop and distribute survey instrument; budget
presumes:
o 24 benchmark classifications
o 12 la.bor market agencies
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Study Tasks/Deliverables -Compensation
Weeks 7 - 9
• Review, analyze and validate survey data
• Conduct base salary analyses
• Design and develop benchmark classification
data sheets
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Study Tasks/Deliverables -Compensation
Week 11
• Prepare Draft Compensation Report
(communication point via conference call)
Study Tasks/Deliverables -Compensation
Weeks 13 & 14
• Resolve issues from review of Draft Compensation
Report
• Conduct external market and internal equity
analyses
• Prepare salary recommendations
• Assist the City in developing an implementation
plan .
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Study Tasks/Deliverables -Compensation
Salary Recommendations/Job Hierarchy Development
• Compensation plans are designed to balance:
o External competitiveness (value of jobs relative to
labor market agencies/employers)
o Internal equity (value of jobs relative to each other
within the City)
• CPS HR methodology for salary recommendations is
based upon primary goal of external competitiveness
with the market and whole job analysis for internal
equity
Study Tasks/Deliverables -Compensation
Week 16
• Submit Final Compensation Report
• Present Final Compensation Report to City's Project
Representatives and to the City Council
o Same on-site visit as the Final Classification
Report-(communication point)
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Why Our Clients Choose CPS HR
• Project team's depth and breadth of experience from
programs or projects managed independently to projects
managed together
• Our progressive integrated systems approach to human
resources consulting
• Our choice of instituting an iterative and collaborative
approach to projects
• Significant local government consulting experience in all
human resource program areas for special districts, cities,
and counties
• Respected leaders in our industry
Why Our Clients Choose CPS HR
• Methodologies that reflect best practices, solid
expertise, and our understanding that each of our clients
present a distinctive mix of mission, culture, and
organizational needs and challenges
• Project approaches designed to ensure tailored studies
• Methodologies designed to produce accurate, reliable
and valid study results
• Committed and experienced project team to complete
work on time
• Six months technical support
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Thank you for inviting us to meet with
your Evaluation Team
The CPS HR Project Team
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