HomeMy WebLinkAbout12 Compensation Benifit Survey Agenda Item # 12
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Memorandum
To: Board of Directors
From: Nancy Waters, Human Resources Administrator
Date: April 3, 2006
Subject: Compensation and Benefits Survey
WHY THIS MATTER IF BEFORE THE BOARD:
This matter involves retaining the services of a consultant to perform an
employee compensation study to compare wages and benefits to similar
agencies.
HISTORY:
At the March 1, 2006 meeting, the Board authorized Staff to request proposals
from qualifed vendors to perform the compensation and benefits study. The
RFPs were to be returned by Friday, March 31, 2006. The proposals received
would be reviewed at the first meeting in April and the Board would advise Staff
which vendors to invite to present their proposals to the Board.
NEW INFORMATION:
Three proposals have been received. The three companies are: CPS Human
Resource Services, Koff & Associates, Inc., and L. B. Hayhurst & Associates,
Inc. A copy of each proposal is included in this packet for your review.
RECOMMENDATION:
I recommend that the Board authorize staff to invite a representative from each of s
these three firms to present their proposals at the next board meeting. r
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Proposal to Provide
Professional Services
COMPENSATION
STUDY
Truckee Donner
Public Utility District
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March 28, 2006
Nancy Waters
Human Resources Administrator
Truckee Donner Public Utility District
11570 Donner Pass Road
Truckee, CA 96160
Dear Ms. Waters:
Thank you for the invitation to submit this information for the study that the District is
preparing to initiate. I believe that as you review our proposal You will find our work
plan responsive to the needs of the District and reflective of your and our high expecta-
tions for quality services.
This letter is to assist you in understanding the unparalleled quality of service and experi-
ence we will bring to your study. Our Project;Manager is notjust a theorist who has been
able to walk away after performing a study. He is an experienced public sector profes-
sional who has worked through the issues you are facing, and then managed the final out-
come with staff in his own agency.
Our approach to this study will be one of open communication. No study can be imple-
mented unless it is successful and no study can be successful unless everyone has input
and an understanding of what is to be accomplished. We want comments and questions
and we listen, for that is the only way to produce the best final product. Studies of this
type are essential to the healthy maintenance of an organization and we take them very
seriously because we know that they impact the District's most important asset; its peo-
ple.
Again, thank you for the opportunity to submit this proposal. We look forward to the
possibility of working with you and the District.
Sincerely, z
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Carolyn Hayhurst
Vice President
Attachment: Proposal to Provide Professional Services.
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TABLE OF CONTENTS
Executive Summary 1
Introduction 3
Identification& Services 3
Project Understanding 4
Scope of Service (Study Process)
Phase I -Project Initiation
Phase II- Compensation 6
Estimated Project Timing 8
11
Personnel and Roles 12
Working Relationships I`
Project Organization Chart 13
Consultant Staffing I
Biographies IS
References 17
ClassAndComp.com 18
Sample Report Pages Appendix
Cost Proposal Submitted Under Separate Cover
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EXECUTIVE SUMMARY
L.S. HAYHURST & ASSOCIATES is pleased to have this opportunity to work with
the Truckee Donner Public Utility District on this very important project on behalf of the
employees and the organization. As a firm, we have recently conducted numerous organ-
izational, classification and compensation studies for a variety of agencies. As managers,
the individuals assigned to this project have hands-on experience dealing with organiza-
tional, classification and compensation issues for agencies of all sizes. We are eager to
assist the Truckee Donner Public Utility District in this endeavor.
The purpose of this section of the proposal is to highlight and summarize the services that
we will provide to the District for this project and to introduce you to our firm. A more
explanatory description of our services can be found in the body of this -Proposal to Pro-
vide Professional Services",
THE FIRM
Key to the success of any classification and compensation project is the experience of the
individuals who will be performing the work and conducting the analysis. Consistent
with this, L.B. HAYHURST & ASSOCIATES is comprised management and human re-
source professionals who have held executive and management positions in the private
and public sectors. As a firm we are confident that our unique structure, which allows us
to take advantage of local government's brightest and most experienced practitioners will
ensure project success in all of the firm's service areas. Full biographies for assigned pro-
ject staff are included in this proposal.
IDENTIFICATION & SERVICES
Our firm is a California Corporation located in Novato, California. Since beginning op-
eration in 1992, we have completed numerous organization, classification, compensation
and other studies for public agencies. A reference list of some representative projects can
be found in this proposal. Our client list is available upon request,
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In addition to classification and compensation studies, our firm provides a full array of
other management and human resources consulting services. Our client list outlines over s
200 human resources projects we have completed and is available upon request. ;
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SCOPE OF SERVICE
Briefly outlined, our scope of services will include:
Review of background materials including organizational charts, current
class specifications and existing compensation plan.
Initial meetings and briefings.
Determination of appropriate benchmark classifications.
Conduct compensation survey (salaries and benefits) of an identified labor
market.
Develop externally competitive and internally equitable recommendations for
each classification included in the study.
Present compensation report of our finding and recommendations, in drgft
and final.
Formal presentation of fndings and recommendations,
NOTE,
• This proposal is valid for 90 calendar days from the date submitted.
• This proposal is based on the assumption that all job descriptions are accurate and
up-to-date, and that no classification reviews are necessary.
Respectfully submitted,
Carolyn Hayhurst Date
Vice President
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INTRODUCTION
This section of our proposal will touch on our firm's identification and history and high-
light the different types of service that our firm is qualified to perform.
IDENTIFICATION & SERVICES
L.B. HAYHURST & ASSOCIATES, Inc.
Address: 27 Commercial Blvd., Suite C—Novato, CA 94949
Phone: (415) 884-0544—Fax: (415) 884-0533
Web pages: ww-w.human-resource com—AMy classandcomp com
This firm is a California Corporation. The Corporate Officers are:
FLonnie B. Hayhurst, President and CEO—Email: Lonnie(a)LBHavburst com
Carolyn D. Hayhurst, Vice President and CFO—Email: Carolyn(a7LBHavhurst com
Having over 20 years of public sector human resources management experience, the
business was established on August 11, 1992 by Lonnie B. Hayhurst. The firm began
full-time operation in 1994.
We are a full service, multi-disciplined consulting firm comprised of twelve management
and human resource professionals. These professionals work with the firm as employees
or individual subcontractors. As a firm we are confident that our unique structure, which
allows us to take advantage of the brightest and most experienced practitioners, will en-
sure project success in all of the firm's service areas. Although our services can be tai-
lored to meet most of our client's needs, the core of our public sector services revolves
around the following disciplines:
Executive Search Organizational/Operational Studies
Recruitment/Selection Support Management/Supervisory
Classification Studies and Staff Development Training
Compensation Studies Online Classifcation and
Compensation Dada
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Our client list outlines over 200 human resources projects we have successfully
completed and is available upon request s
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PROJECT UNDERSTANDING
The Truckee Donner Public Utility District is a special district providing electric service
and water service to the Truckee area. The District employs approximately 67 persons
allocated into 31 job classifications.
The District's Board of Directors would like a study conducted to compare wages and
benefits of the District's employees to similar agencies within the market area. The Dis-
trict would like a study conducted in a manner that insures complete independence and
objectivity, using the best practices customarily employed in such work. As such, the
consultant selected will report directly to the Board of Directors, but will need to work
with District staff to obtain necessary information.
L.B. HAYHURST & ASSOCIATES, UNC. is very pleased to have the opportunity to as-
sist the "Truckee Donner Public Utility District in its endeavor to update its compensation
plan. We are prepared to commence efforts immediately upon notification of contract
award.
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PROJECT UNDERSTANDING
The Truckee Donner Public Utility District is a special district providing electric service
and water service to the Truckee area. The District employs approximately 67 persons
allocated into 31 job classifications.
The District's Board of Directors would like a study conducted to compare wages and
benefits of the Districts employees to similar agencies within the market area. The Dis-
trict would like a study conducted in a manner that insures complete independence and
objectivity, using the best practices customarily employed in such work. As such, the
consultant selected will report directly to the Board of Directors, but will need to work
with District staff to obtain necessary information.
L.B. HAYHURST & ASSOCIATES, INC. is very pleased to have the opportunity to as-
sist the Truckee Donner Public Utility District in its endeavor to update its compensation
plan. We are prepared to commence efforts immediately upon notification of contract
award.
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SCOPE OF SERVICE
(STUDY PROCESS)
All District personnel will see that our consultants embody the firm's corporate culture
and expectations. Such expectations include:
• Personal approach at all levels
• Listen, listen and listen some more
• Responsive to employee issues and concerns
This section of our proposal will highlight the study process that we will use with the
Truckee Donner Public Utility District. Carefully integrated with the study process are
our proven and effective methodologies. Reflective of the District's need for responsive
compensation recommendations that identify and address key employee issues, L.B.
HAYHURST & ASSOCIATES is prepared to conduct the following tasks. These tasks
are organized into the following phases:
• Project Initiation Phase
• Compensation Phase
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PHASE I - PROJECT INITIATION
The intent of this initial phase of the study is to gather necessary documents and informa-
tion; to introduce all parties involved in the study; and to reach a consensus as to the work
schedule, additional tasks to be completed if any, and project timing.
Task I DATA GATHERING
Immediately upon notification of the contract, Project Consultants from our,firm evdl ini-
tiate telephone contact with representatives from the District in an effort to gather all
pertinent background information before the commencement of meetings. (Task 2)
INITIAL STUDY OF THE ORGANIZATION SAVES TIME: Our Project Manager
will immediately seek to gain a full understanding of the project for the Truckee Donner
Public Utility District and will subsequently coach the project team into a full understand-
ing, including history, study goals and objectives. In order to do this the Project Manager
will request from the District all pertinent information regarding the organization. This
task typically involves the request for organization charts, class plan, current
job specifi-
cations, salary and benefit plans, previous organizational, classification andfor compensa-
tion plans and District budget. Additional documents may be requested, as necessary.
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Task 2 INITIAL MEETINGS/BRIEFINGS
Representatives of L. B. HAYHURST & ASSOCIATES will meet with District manage-
ment to discuss issues and concerns involved in the study and to modify approaches
and/or methodologies appropriately. Additionally, it is important to be aware of and
gain an understanding of any compensation issues from all perspectives
UNDERSTANDING THE DESIRED APPROACH: The Truckee Donner Public Util-
ity District has decided to have this study conducted for the good of its employees and the
organization as a whole. Through initial project meetings with representatives from the
District, we will seek to thoroughly identify issues and concerns regarding the study prior
to moving forward with subsequent tasks. In tandem with the District, we will modify
our documents as necessary to best reflect the goals of the study. Further, we will work
with all parties concerned to establish workable time frames for each phase/task of the
study. Our goal is to provide a finished product that is understood and accepted by eve-
one. In that the intent of this study is to update the District's compensation plan, it is
important for our consultants to gain a full understanding of any compensation issues
from all perspectives. It is assumed that the department managers will assist the co sues
ants in gaining a full understanding of the department organization and any unique char-
lt-
acteristics of the department. Additionally, if desired, we will be available to meet with
employee groups to obtain insight into issues from their perspective.
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PHASE III -- COMPENSATION
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Task 1 DEVELOPMENT OF COMPARISONS
AND BENCHMARKS
After reviewing the District's unique characteristics and working closely with the Dis-
trict, we will develop a labor market comparison survey. Also working closely with the
District we will recommend benchmark classes to be used in gathering information from
the comparable agencies.
COMPARISONS AND BENCHMARKS: We will conduct a comparison survey that
will identify key characteristics about similar agencies that make them a particularly ap-
propriate Labor market match for the District. Additionally, we will review the overall
classification plan to identify appropriate benchmark classes. It is critical in determining
benchmark classes that a clear picture of internal relationships is established to ensure
that a salary plan can be developed and kept updated for all classifications from the data
gathered on the benchmark classes.
Task DE VEL OPMENT OF S UR VE Y PA CKE T
We will develop a survey instrument to gather information on the comparable agencies'
salaries and benefits, including costs of'benefits. The survey will be conducted in com-
pliance with any requirements of the Truckee Donner Public Utility District.
REAL WORLD EXPERIENCE HELPS HERE, TOO: We will write, phone, visit,
and/or research the internet for information on comparable agencies' classes and compen-
sation. Information gathered generally includes salary schedules, organization charts and
class specifications. Members of our team have worked closely with human resources
professionals in many agencies and will have a better chance of getting accurate, up-to-
date information than someone who is not familiar with the process. The format of how
this information will be presented will be worked out with management to ensure usable
information.
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Task 3 ANALYSIS OF COMPENSATION
INFORMATION
t,'pon receiving information from the survey agencies, our team of consultants will thor-
oughly and carefully analyze the information to ensure that we have accurate matches.
This generally requires truck follow-up and review ofadditional information.
MATCH "APPLES TO APPLES": It is critical to the District that we use only accu-
rate and up-to-date information from the labor market when we compare District com-
pensation levels. Relying on our understanding of the District's classifications (which is
thorough, based on the job descriptions and meetings with District staff and officials) we
will be able to ensure accurate and defensible labor market matches. We match duties
and responsibilities, knowledge, skill and abilities, not just job titles.
Task 4 REVIEW OF PA YPOLICIES
When salaries are being studied, we will also perform a review of your current structure.
We will make recommendations based on our findings on how the District can more ac-
curately reflect the market and address internal and external equity issues, while reflect-
ing sound financial considerations and promoting employee morale.
WE ARE NOT JUST THEORISTS: We have developed and implemented many or-
ganization-wide classification studies including salary and benefit determinations. We
have managed the outcome because in many instances it was our own staff. We are ex-
perienced practitioners.
Task S REPORTS
We will present our salary and benefit findings in draft to allow for review and,further
research, if necessary. lifter review by the District we will present the ftaal report
detailed final report will be prepared for the District outlining responsive compensation
recommendations.
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THOROUGH AND COMPLETE: The report of our findings and recommendations
will be thorough and complete. We will analyze information from the District's compa-
rable agencies, including an analysis of benefit costs, as well as an analysis of internal
relationships. It will take all appropriate factors into consideration before the formulation
and distribution of the report to the District.
During any compensation survey, a situation may arise where not enough appropriate
comparable classes are found to provide a statistically viable labor market,inding. In
these situations, we employ several steps to establish recommended compensation levels.
First, we review the compensation levels ofsimilar classes within the organization (e.g.,
similar levels oflicensing, similar levels ofprogram complexity, levels ofsupervision ex-
ercised and received, etc,) to assist in alignment Secondly, we review internal alignment
as related to compensation received by those classes that report to the class under study.
It is important that there are appropriate vertical differentials to avoid issues of salary
compaction.
SUMMARY
Our proposed study process is comprehensive and includes all tasks that are necessary to
provide the District with a responsive compensation plan, reflective of the District's
unique organizational design and characteristics. As can be seen in the projected study
timing section to follow, many tasks can and will be conducted concurrently.
DISTRICT BOARD SESSION: If desired, we will provide a formal presentation of the
compensation findings and recommendations to the District Board.
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ESTIMATED PROJECT TIMING
Although we are flexible in project timing, our proposed timing of all tasks listed in the
Study Process section of this proposal follows.
PHASE I-Pro iect Initiation
WEEK# 1 2 3 4 5 6 7 8
Task t Data atherin
Task 2 Meetin g s,/briefings
PHASE H- Compensation
WEEK# 2 3 4 5 6 7 8 9 10 11 12 13 14
Task 1 Benchmarks
Task 2 Surve
Task 3 Anal sis
Task 4 Review a olicies
Task 5 Findin s draft
District review
Consultant anal sis
Recommendations(final)
Formal presentation
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PERSONNEL AND ROLES
WORKING RELA TIONSHIPS
As is illustrated in the project organization chart on the following page, the District is ul-
timately"in-charge"of this project. It is L.B. HAYHURST&ASSOCIATES' mission to
listen carefully to the needs of the District and subsequently, to take a personal approach
to respond to those needs. In order to address the needs of the Truckee Donner Public
Utility District, our firm will seek to develop working relationships with all management,
supervisory and staff employees. Using our personal approach, we will gather all data
and information necessary to the successful formulation of the District's updated com-
pensation plan.
The only District staff or resource we will need is a contact person to schedule and ar-
range any meetings and to forward necessary information.
NOTE. We encourage and appreciate employee group involvement.
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PROJECT ORGANIZATION CHART
Illustrated below is the proposed organization chart for the District's compensation s `
Complete biographies for the team are provided in this proposal.
Truckee Donner
Public Utility District
Lonnie Hayhurst, President
Project Manager
Carolyn Hayhurst, VP/CFO
Office Manager
Clerical
Support Staff
Kristin Holden
Assistant Vice President
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As the exhibit illustrates, it is the District, not the consultant who has overall pr `
management authority. L.B. HAYHURST & ASSOCIATES understands this, an
flexible with any unexpected situation or issue that may arise during the course o
study.
The only District staff or resource we will need is a contact person to schedule an
range any meetings and to forward necessary information.
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CONSULTANT STAFFING
CONSULTANT DUTIES:
Lonnie Hayhurst, President and Owner of L.B. HAYHURST & ASSOCIATES will
be serving as Project Manager for the duration of this study. As project manager, Mr.
Hayhurst will be responsible for ensuring that the high standards of the firm are met and
will assume full responsibility for project success and timing. He will be in routine con-
tact with representatives of the District and will schedule in, and resolve all outstanding
issues as they arise. He will oversee all components throughout the duration of the pro-
ject and will hold quality control responsibility for all work and end products for the pro-
ject. In essence, what this means is that nothing will leave our office without the prior
approval of Mr. Hayhurst. Additionally, Mr. Hayhurst will directly participate in all sub-
stantive tasks of the project, such as meetings, research, analysis, and recommendations.
Kristin Holden, Assistant Vice President may directly participate in all phases and
tasks of the project. These duties may include, but not necessarily be limited to providing
support assistance to Mr. Hayhurst, analysis and making recommendation as to labor
markets and benchmark classifications, collection and analysis of external base salary and
total compensation data, contributing to salary and total compensation recommendations,
and report preparation. Ms. Holden is an employee of the firm.
Clerical Support Personnel will assist the consultant team.
Biographical resumes for the project team follow
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Lonnie B. Hayhurst
Lonnie B. Hayhurst,President
Mr. Hayhurst is President and owner of a management and human resource-consulting firm
that has been providing a variety of consulting services to public agencies and private busi-
nesses since 1992. The firm has a group of associates and employees to serve clients with
such issues as management audits, organizational analysis, executive search, training, man-
agement coaching, classification and compensation studies, principled based problem solving
and much more.
From 1989 to 1994, Mr, Hayhurst served as Deputy County Administrator, Human Re-
sources for Marin County, California where he administered the Human Resource system for
the County's 1860 employees including Recruitment, Testing, Classification and Pay, Bene-
fits Administration, Labor Relations, Affirmative Action, Volunteer Program, County-wide
Training and Development. Additionally, Mr. Hayhurst managed an Executive Search pilot
project in which the County increased revenues and improved City/County relationships by
providing executive search services to surrounding municipalities. Due to his positive influ-
ence on the County, when Mr. Hayhurst resigned in June 1994 to consult full-time, the
County Administrator and the Board of Supervisors offered him a contract to serve as Chief
Negotiator for all 16 labor contracts for the upcoming fiscal year. From 1984 to 1989, Mr.
Hayhurst was with the City of Fresno, California where he served as Division Head responsi-
ble for Recruitment, Selection, Records Management, Affirmative Action, Classification,
Salary Administration, Workers' Compensation, UIB, and Safety services for the City's 2,700
employees.
From 1977 to 1984, Mr. Hayhurst was with Fresno County where he served as Division Head
responsible for Recruitment, Selection, Records Management, Affirmative Action, and
County-wide Training to provide services to the County's workforce of 5,500 employees.
Mr. Hayhurst has a history of opening communication lines, encouraging input from employ-
ees, management and community groups and facilitating understanding and agreement. He
has successfully chaired many joint committees over the course of his career.
Mr. Hayhurst holds a Bachelor's Degree in Political Science and has completed graduate
studies in Public Administration from California State University, Fresno. He has been the
President of the Industrial Relations Research Association of Central California, President of €
the American Society for Public Administration of Central California, and a member of the
Board of Directors for the International Personnel Management Association of Northern z
California. Mr. Hayhurst is a current member of the International Personnel Management
Association and their Western Region chapter.
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Kristin L. Holden
Kristin L. Holden
Ms. Holden's work` the full spectrum of human resources con-
suiting. Since joi ago, she has conducted or assisted with a
variety of personnel, ding classification and compensation stud-
ies for a wide spec deluding El Dorado County Transportation
Commission, FEiPMI. Fresno Housing Authority, Novato Sanitary
District, Metropoli ' lion, Port of Oakland, Santa Clara Valley
Water District, and `Avalon, Cloverdale, Cotati, Covina, Fort
Bragg, Half Moon on, King City, Lathrop, Lincoln, San Ja-
cinto, Santa Clarita' =Whittier and Yucaipa; organization studies
for the Metropolit ion, Port of Oakland, and King City; and
numerous executive Lion services for a variety of positions and
agencies.
In classification stud "nsibility for providing orientation sessions
with employees, cod dual interviews, making recommendations
to classification pl g job analysis, and drafting of comprehen-
sive class specifical related consulting responsibilities include
analysis and makin or markets, collection and analysis of ex-
ternal base salary " and contributing to salary and total com-
pensation recomme` ,Holden provides assistance with data gath-
ering and analysis, and documentation of systems and proce-
dures.
Prior to joining the- � perience dealing with conflict mediation,
staff development counseling through her employment with
Highland Ridge Ho ` and Kids Together.
Ms. Holden is quali rpret personality-profiling instruments in- '
cluding Myers-Brig "
t
Ms. Holden graduat Utah with a Bachelor of Science degree in
Psychology and has;,
onoma State University. She has been ac-
tively involved with; 1
h as the YWCA, Neighborhood Clean Up,
and The Battered Iden is a current member of the Northern
California Chapter ' Management Association for Human Re-
sources and the Nort Testing Council,
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REFERENCES
Contact: Pam Carder,City Manager-or
Yvonne Quiring,Assistant City Manager
Phone: 209 858-2860 x7224
Nature of the Reference:
7Citywide classification and compensation studies.
Contact: Don Turko,Director of Human Resourceg'of San Joaquin County
(farmer 1'ersonttel Director of Bette Gouniy)
Phone:- 209 418-3370
Nature of the References
Numerous classification and compensation studies.
Contact. Ken Stripl o,Assistant City Manager
Phone: 661-255-4336
Nature of the Reference:
Citywide classification and compensation study.
Contact: Richard Lathy,General Manager/District Engineer
Phone: (209)385_7637
Nature of the Reference:
Agency-wide Classification and Compensation study.
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Contact: Robert Neiuber,Human Resources Manager
Phone: 626 858-7220
Nature of the Reference:
Citywide classification and compensation study.
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Ilany additional references and our client list, (
which outlines over 200 successfully completed projects are available upon request.
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... ClassAndComp,com
TION AND,COMPENSATIONDATA
is a division of L.B. Hayhurst & Associates, Inc. This web-
ublie agencies use to share their classification and compensation
online via a consolidated compensation website:
ww-w.classandcomp com
are to,free stafftime associated with compensation studies, both
` d those you perform, and to provide an easy-to-access, internet
on and compensation data, with a built-in compensation survey
lic agencies.
7 Your agency's compensation data and job descriptions are
' d included in a centralized clearinghouse of public agency classi-
�pensation data— never respond to compensation surveys again!
at costs, and MOUs are displayed along with salaries and job de-
easily gather compensation data on other member agencies with a
`total comp" survey tool — conduct surveys online in one-tenth
`member data can also be included in your online survey.)
er service by displaying data on your agency website! A direct,
,from your agency's website to your agency's online compensation
criptions is available — be responsive to those wanting your in-
link bypasses the login process and links only to your agency's
lional feature means you would no longer need to administer the
f your agency's class and comp data in-house.)
dy client of L.B. Hayhurst & Associates, Inc., we will substan-
p. The set-up fee is normally $1.350 for your size agency. The
a $600 set-up fee, which also pays for the first year of service.
taintenance fee would be $600.
Itudeomn.com. Access to data is unrestricted and free of charge
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APPENDIX
The following report pages are presented to show a representative sample of the type of informa-
tion we can present to our clients in their reports.
We customize our reports to best meet the needs of our clients in presenting them clear, under-
standable and usable information. The format of how the information is to be presented will be
worked out with the District prior to presentation of our findings to assure usable information.
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DISCUSSION OF RECOMMENDATIONS:
J Accounting Technician I — The top step salary for this class has been placed 15% below the
Accounting Technician II class to allow proper separation between classes in a class series.
We recommend that the salary be adjusted accordingly. This results in a 20% increase for
this class.
0 Accounting Technician 11 - The labor market indicates that this class is approximately 22%
below the median top step salary of the comparisons. We recommend that the salary be ad-
justed accordingly.
0 Accounting Technician III - This class has been placed 7.5% above the Accounting Techni-
cian II class to allow proper separation between classes in a class series. This results in a 25%
increase in the top step salary. The Accounting Technician III class total top step salary was
previously only 5% above the II level. That separation does not adequately account for the
duties performed by the III level class.
0 Assistant Planner— The top step salary for this class has been placed 15% below the Associ-
ate Plainer class to allow proper separation between classes in a class series. We recommend
that the salary be adjusted accordingly. This results in a 7% increase for this class.
0 Associate Planner — The recommended top step salary for this class is based on the median
top step salary of the comparisons. Because this is a new level in the class series, the rec-
ommended salary does not directly reflect an increase or decrease.
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L.B. HAYHURST&ASSOCIATES, Inc. Page I
RECOMMENDED T TABLE
Title ;Median top Curre cent Reason
step % Ste ease
Difference Sala`
Accounting Technician I N/A 247� :°'20 Internal
Accounting Technician It -220/4) 281I 2 Market
Accounting Technician III N/A 294 '75 Internal
Assistant Planner N/A 415 7 Internal
Associate Planner New Ne A Market
Building Inspector I N/A 376, 2 Internal
Building Inspector If -2% 4152 Market
Building Technician I N1A Ne, Internal
Building Technician 11 -2% 3762 Market
L.B. HAYHURST&ASSOCIATE 2
CLASS: ACCOUNTING TECHNICIAN II
AGENCY COMPARABLE TITLE MIN MAX
SALARY SALARY NOTES
�it of San Jacinto1-1ccounting Technician 3047 3703
it of Patm Springs ccount Specialist 2985 3636
'it of Murrieta Accountin Technician 2953 358
it of Chino ecountin Technician 292 3550
'it y of Colton ecountin Technician it 2885 3507
'it of Cathedral City ccounting Technician 286_ 3487
City of II land Accountin Technician 2776 3375
it of Indio Accountin Technician 2407 3225
t of Rialto ccounting Technician 2553 3103
it of Covina ccount Clerk II 2435 295.
it -ofTemecula Accounting Assistant 2265 2900
it of Redlands ccounting Technician It 2322 2832
'i , of Hemet cco 'n*�Techtciar II 2305 2801
Lake Hemet Munici al Water District o Com arable Class
San Gorgonio Pass Water District o Comparable Class
MEAN 2701 A3322°/g+/_MEN 210
MEDIAN 2823 3431
MEDIAN -22%1 -22°/
L.B. HAYHURST&ASSOCIATES, Inc. Page �
ED INTERNAL RELATIONSHIPS
' Recommended Top Step Salary)
Recom Title
Associate Planner
Plans Examiner
Senior Public Works Inspector
Senior Engineering Technician
GIS/Graphics Coordinator/Web Coordinator
Info Tech Com& Network Technician
Assistant Planner
Network Systems Administrator/Web Programmer
Building Inspector if
Engineering Technician 11
Lead Equipment Mechanic
Purchasing Assistant
Water Quality&Conservation Spec.
Code Enforcement Officer 11
Field Operations Leader
Water Production Systems Operator 11
Information Technology Support Technician
Building Inspector I
Building Technician 11
Housing Technician
Planning Technician
Lead Tree Trimmer
Equipment Mechanic
Accounting Technician III
Business License Technician
{
4
Current Recommended
Finance Department Finance Department
Purchasing Assistant Purchasing Assistant
$4057 $4057
Business License Technician Business License Technician
$3413 $3690
T 16% 00/0
Accounting Technician III Accounting Technician III
$2943 $3690
0
TS la T7.5%
Accounting Technician 1I Accounting Technician II
$2801 $3431
T 13% +15%
Accounting Technician I Accounting Technician I
$2476 $2971
is
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L.B. HAYHURST&ASSOCIATES Page I
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MAJOR BENEFIT EVALUATION
• Retirement: The majority of the comity of Hemet, pro-
vide general unit employees wi p
th a 2°%@
• Health: Most agencies provide medic
rage for their em-
ployees. A comparison of the contributfo- in light of the fact
that several of the surveyed agencies co itpenses for dental
and/or vision and do not report a monthly " g shows how the
City compares to the average maximum at
Cit of Hemet A renc Avera
$580 $731
Using the rough numbers provided, it appears th `des a contribution
that is about 26% lower than comparable agencie provide an analy-
sis of the level of benefits provided by this con edical experience
rating must also be considered in order to evaluate benefit.
• Vacation: Vacation accrual rates vary b ,sake of compari-
son, we have selected what an employee) years of service.
The following chart provides a compariso of the ag
encies.
City of Hemet A ency Avera¢e' t<
160 hours/yr 158 hours/yr
It would appear that at the ten (10) year mar" ` vides the mean
hours/year of vacation time than comparable age f the comparison
agencies include sick leave in their vacation allo n into considera-
tion when assessing the agency mean.
• Sick Leave: With few exceptions, most a ' s in all of the bar-
gaining units with 96 hours of sick leave City of Hemet's
practice. Two agencies include sick leave i
i
• Holidays: The average number of hol surveyed is 13.6
days/year. The City of Hemet currently pr:1 olidays including j
two floating holidays.
s
• Deferred Compensation Programs: surveyed have a
Deferred Compensation Program availabl" ibute to the pro-
gram. The City of Hemet similarly has this
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L.B. HAYHURST&ASSOCIATE Page 2
MAJOR BENEFIT SUMMARY SHEET
Agency . _ Maximum Vacation Sick Holidays Deferred
ment • iComp.
City of Hemet 2%"0 55 MDV = 160 hrs/yr 96 hrs/yr 12 dyslyr Yes - optional
$580/mo
City of Cathedral 201;@ 55 MDV = 168 hrs/yr 96 hrs/yr 12 dys/yr Yes — match up
City $661/mo to $334/yr
City of Chino 2%_@ 55 MDV= 190 hrs/yr 120 hrs/yr 75.4 dys/yr Yes - optional
$825/mo
City of Colton 2% @ 55 MDV = 120 hrs/yr 96 hrs/yr 16 dys/yr Yes - optional
$778/mo
City of Covina 2% @ 55 MDV = 144 hrs/yr 96 hrs/yr 13 dys/yr Yes - optional
$566/mo
City Indio 2% @ 55 MD = 144 hrs/yr 96 hrs/yr 15 dys/yr Yes - optional
$650/mo
City of Morrieta 2% @ 55 MDV = 192 hrs/yr Inc in va- 11 dys/yr Yes - optional
$819/mo cation
City of Redlands 2% @ 55 MDV = 135 hrs/yr 96 hrs/yr 14 dys/yr Yes- optional
$1497/mo
City of Rialto 2% @ 55 MD = 128 hrs/yr 120 hrs/yr 16 dyslyr Yes - $31/mo
$505/mo
City of 2% @ 55 MDV = 160 hrs/yr 96 hrs/yr 10 dys/yr N/A
San Jacinto $300/mo
City of Temecula 2% @ 55 MDV= 264 hrs/yr Inc in 12 dys/yr Yes - optional
$700/mo vacation
City of Upland 2%_@ 55 MDV = 128 hrs/yr 96 hrs/yr 16 dys/yr N/A
$725/mo
Lake Hemet Mu- 2% @ 55 MDV = 128 hrs/yr 96 hrs/yr 13 dyslyr Yes - optional
nicipal Water $748/mo
District
L.B. HAYHURST ASSOCIATES Page 3
city r
VACA MID: 0- 5 yrs =6.7 hrs/mo, 6- 10 yrs = 10 hrs/mo, 11 yrs = 10.7 hrs/mo,
.errs = 11.3 hrs/mo, 13 yrs = 12 hrs/mo, 14 yrs= 12.6 hrs/mo, 15+yrs = 13.3
mo
7 mo—5 yrs =6.6 hrs/mo, 6 - 10 yrs = 10 hrs/mo, 11 yrs= 10.7 hrs/mo, 12
11.3 hrs/mo, 13 yrs = 12 hrs/mo, 14 yrs= 12.6 hrs/mo, 15+ yrs = 13.3
mo
SICK MID: 8hrs/mo, cash out 40hrs at 110% of reg. salary, if EE has used less
51%of accrued leave during prior FY.
8hrs/mo, cash out 40 his at 120%, if EE has used less than 51 hours of
ed leave during prior FY.
PAID =.MID: 14 fixed +2 floating = 16 days
12 fixed + 1.5 floating = 13.5 days
COLA Consumer Price Index or min of 2.5% effective July 1, 2003
MEDIC IBEW: $646/mo—will be switching to Cafeteria Plan in Jan '04
875/mo—will be switching to Cafeteria Plan in Jan '04
DENT o—will be switching to Cafeteria Plan in Jan '04
VISIO o for EE and $17/mo for eligible dependent
RETIR 55, Agency share 1.957%, employee share 8%, agency pays 45/0 of em-
e share
RETh IBEW: Retirees with 15 yrs service, City pays (E only) medical coverage,
ith 20+ yrs service, City pays(E+1) med coverage
Retirees receive percentage of cafeteria dollars—5yrs service = 30%, 30
ervice= 80%
DEFE mployer contribution = $0
COMP,
LIFE f overage-$50,000, agency contributes $9.50/mo
LONG overage = 66.6% of first$6,000, 30 day wtg pid, agency contributes .78%
LTD "(ary
EDUC yr for tuition and books for job-related education
ALLO
CERT/: 5%of base pay for certif. Beyond required minimum for class
'city pays for Class A license
COMP 2,500 for computer and $500 for PDA, 24 months interest free, employee
PROG have at least 40 hours of vacation on the books to qualify.
OTHE - ity—GEN, IBEW: EE's wl 3.5yrs of service(2 yrs at E step) receive one-
2%, MID: n/a
al— IBEW: $25/pay period for EE's who must be bilingual, MID: $25/pay
if pass bilingual examination
The ab` Iy to all Agency units unless they are specifically mentioned. In
the cas Walled out from the general comments in a section, an abbreviated
title is ` d corresponding agency abbreviations are explained below.
Also, 33tat an agency does not provide a corresponding benefit.
Gen: Ge
Mid: Mi
IBEW:- of Electrical Workers, Local
YHURST& ASSOCIATES Page 4