HomeMy WebLinkAbout14 Salary Survey of Unrepresented Positionsenda Item #
ACTION
To: Board of Directors
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From: Kim Harris
Date. June 07, 2017
Subject. Consideration of a Contract with CPS HR Consulting for the Salary
Survey of Unrepresented Positions
1. WHY THIS MATTER IS BEFORE THE BOARD
The Board approves contracts in excess of $15,000.
2. HISTORY
Earlier this year, as part of the negotiations for the unrepresented employee wage
range adjustments, the Board identified the desire to have a salary study performed
for the management and technical positions at the District. These positions are not
represented by the Union.
A Request for Proposal was distributed in March 2017 to interested parties for a
compensation study that included the following:
• Review of 25 job descriptions listed in the 2017 Unrepresented Employee
Wage Ranges;
• Review compensation policy and plan design to determine if adjusting the pay
structure will provide better equity, flexibility and mobility;
• Review the performance review system for unrepresented employees and
provide a recommendation for aperformance-based incentive system; and
• Review compensation package of the District and provide analysis of whether
the package is comparable with other comparable agencies and provide
recommendations.
3. NEW INFORMATION
Two qualified companies, Bryce Consulting and CPS HR Consulting, provided
proposals for the work to be performed. Follow-up questions were sent to both firms to
provide clarification on the proposals.
A District selection committee met to review the two proposals and looked at the
following criteria:
• Clarity of proposal;
• Experience of project manager and staff;
• Technical requirements;
• Schedule;
• References; and
• Cost
The proposal costs came in as follows:
Bryce Consulting $19,840
CPS HR Consulting $52,250 (revised)
The committee reviewed the proposals and checked references with a public agency
that has worked with both companies, and one agency that worked with Bryce
Consulting.
The committee concluded that the CPS HR Consulting would better serve the needs
of the District for the following reasons:
• The staff available to perform the analysis have, on average, 18 years of
experience;
• The identified comparable companies were not limited to local and
governmental agencies and was better represented of the type of pool the
District would recruit from for future positions;
• The expertise of the company included a mix of water and electric utilities and
was not limited to one utility type over the other;
• The methodology of the position review and compensation analysis was more
thorough and appropriate for the complex positions within the District;
• CPS HR Consulting has access to Economic Research Institute (ERI) database
that allows them to search job titles for compensation data;
• They offer a web -based portal for timeline management; and
The committee determined that Bryce Consulting's proposal would not fit the District's
needs due to the following reasons:
• The staff available to perform the analysis have, on average, 12 years of
experience;
• The references only listed local, non -electric utility, and governmental agencies;
• The comparable agencies to be limited to "using only public agencies" due to
the difficulty obtaining data from private entities; and
• Their expertise with the electric utilities compensation appeared limited and
focused more on the water utilities.
Both companies are well respected in their business network.
There is an option to forego the pay for performance task with CPS HR Consulting to
decrease the study cost an additional $9,730 to $46,445,
4. FISCAL IMPACT
Although not budgeted in FY17 Electric or Water Utility expenses, sufficient funds are
available in the Electric / Water Utility general fund.
5. RECOMMENDATION
Authorize the General Manager to execute a contract with CPS HR Consulting for the
Compensation Study, without the pay for performance portion of the study for an
amount not to exceed $50,000.
Kim Harris
Human Resource / Risk Manager
Michael D. Holley
General Manager