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HomeMy WebLinkAboutJOHNSON AND ASSOCIATES - Professional Services Contract - Classification and Compensation Study Personnel - Employess 12/21/98 - 1998-12-21Council/Agency Meeting Held: . Dof-rred/Continued ta: WApaovedConditio ally Approved � Denied as l - 1 tffly 2 Clerk's Signature Council Meeting Date: 12/21198 Department ID Number: AS 98-036 CITY OF HUNTINGTON BEACH REQUEST FOR ACTION SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL SUBMITTED BY: RAY SILVER, CITY ADMINISTRATOROW PREPARED BY: DANIEL T. VILLELLA, ADMINISTRATIVE SERVICES DIRECTOR'�f,�=��.� SUBJECT: CLASSIFICATION AND COMPENSATION STUDY — CONSULTANT AGR�EEI NT Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue_: Selection of consultant to conduct classification and compensation study. Funding Source: Funded in 1998-99 budget. Recommended Action:\ 1. Approve the selection of Johnson and Associates to perform a limited classification and compensation study for a cost not to exceed $50,000. 2. Authorize the Mayor and City Clerk to execute a professional services contract with Johnson and Associates. Alternative Action(s): Re -open the Request for Proposal process. Analysis: The City's classification plan currently includes approximately 350 classifications. Department heads were asked to identify specific classification needs within their departments. It was determined that a limited classification and compensation study would satisfy the most pressing needs, while providing a framework and policy for future administration of the classification plan. To be cost effective and to assure project success, a limited classification and compensation study was recommended that would involve 105 positions, 40 classifications and three employee associations. Request for Proposals were sent to nine classification consultants. Three consultants submitted proposals. A committee consisting of the Personnel Director, REQUEST FOR ACTION MEETING DATE: 12/21/98 DEPARTMENT ID NUMBER: AS 98-036 Fire Chief and Director of Economic Development reviewed the proposals, interviewed the consultants and reviewed references. It is the consensus of the Committee that Johnson and Associates is the best suited to perform the study in light of the needs of the City of Huntington Beach. Johnson and Associates has estimated project costs at $40,770. They have also agreed to provide any needed additional services beyond the original classification plan parameters for a separate fee of $95.00 per hour. Environmental Status: None Attachment(s): RCA Author: WHOsness 1. I Contract Agreement with Johnson and Associates. 2. Certification of Insurance. 3. 1 Proposal from Johnson and Associates to conduct a Classification and DocumenO -2- 12/09/98 4:16 PM PROFESSIONAL SERVICES CONTRACT BETWEEN THE CITY OF HUNTINGTON BEACH AND JOHNSON & ASSOCIATES FOR CLASSIFICATION AND COMPENSATION STUDY THIS AGREEMENT, made and entered into this Qt�dl day of .4cem6eo?-, �^ 199 8 , by and between the City of Huntington Beach, a municipal corporation of the State of California, hereinafter referred to as "CITY," and Johnson & Associates, a sole proprietorship, hereinafter referred to as "CONSULTANT." WHEREAS, CITY desires to engage the services of a consultant for Classification and Compensation Study in the City of Huntington Beach; and Pursuant to documentation on file in the office of the City Clerk, the provisions of HBMC Chapter 3.03 relating to procurement of professional service contracts has been complied with; and CONSULTANT has been selected to perform said services, NOW, THEREFORE, it is agreed by CITY and CONSULTANT as follows: WORK STATEMENT CONSULTANT shall provide all services as described in the Request for Proposal, and CONSULTANT's proposal dated December 8, 1998 (hereinafter referred to as Exhibit "A"), which is attached hereto and incorporated into this Agreement by this reference. Said services shall sometimes hereinafter be referred to as "PROJECT." CONSULTANT hereby designates Douglas Johnson, who shall represent it and be its sole contact and agent in all consultations with CITY during the performance of this Agreement. 2. CITY STAFF ASSISTANCE CITY shall assign a staff coordinator to work directly with CONSULTANT in the performance of this Agreement. agree/prof/Johnson - 12/11i98 3. TIME OF PERFORMANCE Time is of the essence of this Agreement. The services of the CONSULTANT are to commence as soon as practicable after the execution of this Agreement and all tasks specified in Exhibit "A" shall be completed no later than 24 weeks from the date of this Agreement. These times may be extended with the written permission of the CITY. The time for performance of the tasks identified in Exhibit "A" are generally to be shown in the Scope of Services on the Work Program/Project Schedule. This schedule may be amended to benefit the PROJECT if mutually agreed by the CITY and CONSULTANT. 4. COMPENSATION In consideration of the performance of the services described herein, CITY agrees to pay CONSULTANT a fee not to exceed Forty Thousand Seven Hundred Seventy -Six Dollars ($40,776.00). 5. PRIORITIES In the event there are any conflicts or inconsistency between this Agreement, the CITY's RFP, or the CONSULTANT's proposal, the following order of precedence shall govern: 1) Agreement, 2) the CONSULTANT's proposal, and 3) the CITY's RFP. 6. EXTRA WORK In the event CITY requires additional services not included in Exhibit "A," or changes in the scope of services described in Exhibit "A," CONSULTANT will undertake such work after receiving written authorization from CITY. Additional compensation for such extra work shall be allowed only if the prior written approval of CITY is obtained. 7 METHOD OF PAYMENT A. CONSULTANT shall be entitled to progress payments toward the fixed fee set forth herein in accordance with the progress and payment schedules set forth in Exhibit "A." 2 agree/prof/Johnson - 12/11M B. Delivery of work product: A copy of every technical memo and report prepared by CONSULTANT shall be submitted to the CITY to demonstrate progress toward completion of tasks. In the event CITY rejects or has comments on any such product, CITY shall identify specific requirements for satisfactory completion. Any such product which has not been formally accepted or rejected by CITY shall be deemed accepted. C. The CONSULTANT shall submit to the CITY an invoice for each progress payment due. Such invoice shall: 1) Reference this Agreement; 2) Describe the services performed; 3) Show the total amount of the payment due; 4) Include a certification by a principal member of the CONSULTANT's firm that the work has been performed in accordance with the provisions of this Agreement; and completed. 5) For all payments include an estimate of the percentage of work Upon submission of any such invoice, if CITY is satisfied that CONSULTANT is making satisfactory progress toward completion of tasks in accordance with this Agreement, CITY shall promptly approve the invoice, in which event payment shall be made within thirty (30) days of receipt of the invoice by CITY. Such approval shall not be unreasonably withheld. If the CITY does not approve an invoice, CITY shall notify CONSULTANT in writing of the reasons for nonapproval, within seven (7) calendar days of receipt of the invoice, and the schedule of performance set forth in Exhibit "A" shall be suspended until the parties agree that past performance by CONSULTANT is in, or has been brought into compliance, or until this Agreement is terminated as provided herein. D. Any billings for extra work or additional services authorized by CITY shall be invoiced separately to the CITY. Such invoice shall contain all of the information required 3 agree/profUohnson - 12 11/98 above, and in addition shall list the hours expended and hourly rate charged for such time. Such invoices shall be approved by CITY if the work performed is in accordance with the extra work or additional services requested, and if CITY is satisfied that the statement of hours worked and costs incurred is accurate. Such approval shall not be unreasonably withheld. Any dispute between the parties concerning payment of such an invoice -shall be treated as separate and apart from the ongoing performance of the remainder of this Agreement. 8. DISPOSITION OF PLANS, ESTIMATES AND OTHER DOCUMENTS CONSULTANT agrees that all materials prepared hereunder, including all reports, both field and office notices, calculations and other documents, shall be turned over to CITY upon termination.of this Agreement or upon PROJECT completion, whichever shall occur first. In the event this Agreement is terminated, said materials may be used by CITY in the completion of PROJECT or as it otherwise sees fit. Title to said materials shall pass to the CITY. upon payment,of fees. determined to be earned by CONSULTANT to the point of termination or completion of the PROJECT, whichever is applicable. -CONSULTANT shall be entitled to retain copies of all data prepared hereunder. 9. HOLD HARMLESS CONSULTANT shall protect, defend, indemnify and hold harmless CITY, its officers, officials, employees and agents from and against any and all liability, loss, damage, expenses, costs (including without limitation, costs and fees of litigation of every nature) arising out of or in connection with CONSULTANT's performance of its services under this Agreement, or its failure to comply with any of its obligations contained in this Agreement by CONSULTANT, its officers, agents or employee, except such loss or damage which was caused by the sole negligence or willful misconduct of the CITY. 10. WORKERS' COMPENSATION INSURANCE Pursuant to California Labor Code section 1861, CONSULTANT acknowledges awareness of section 3700 of seq. of said Code, which requires every employer to be insured 4 agree/profi']ohnson - 12 11f98 against liability for workers compensation; CONSULTANT covenants that it will comply with such provisions prior to commencing performance of the work hereunder. CONSULTANT shall maintain workers' compensation insurance in an amount of not less than One Hundred Thousand Dollars ($100,000) bodily injury by accident, each occurrence, One Hundred Thousand Dollars ($100,000) bodily injury by disease, each employee, Two Hundred Fifty Thousand Dollars ($250,000) bodily injury by disease, policy limit. CONSULTANT shall require all subcontractors to provide such workers compensation insurance for all of the subcontractors' employees. CONSULTANT shall furnish to CITY a certificate of waiver of subrogation under the terms of the workers compensation insurance and CONSULTANT shall similarly require all subcontractors to waive subrogation. 11. GENERAL LIABILITY INSURANCE In addition to the workers compensation insurance and CONSULTANT's covenant to indemnify CITY, CONSULTANT shall obtain and furnish to CITY, a policy of general public liability insurance, including motor vehicle coverage covering the PROJECT. Said policy shall indemnify CONSULTANT, its officers, agents and employees, while acting within the scope of their duties, against any and all claims of arising out of or in connection with the PROJECT, and shall provide coverage in not less than the following amount: combined single limit bodily injury and property damage, including products/completed operations liability and blanket contractual liability, of $1,000,000 per occurrence. If coverage is provided under a form which includes a designated general aggregate limit, the aggregate limit must be no less than $1,000,000. Said policy shall name CITY, its officers, and employees as Additional Insureds, and shall specifically provide that any other insurance coverage which may be applicable to the PROJECT shall be deemed excess coverage and that CONSULTANT's insurance shall be primary. 5 agree/prof/Johnson - 121111:98 12. PROFESSIONAL LIABILITY INSURANCE Unless waived by CITY, CONSULTANT shall furnish a professional liability insurance policy covering the work performed by it hereunder. Said policy shall provide coverage for CONSULTANT's professional liability in an amount not less than $1,000,000 per occurrence and in the aggregate. A claims made policy shall be acceptable if the policy further provides that: A. The policy retroactive date coincides with or precedes the professional services contractor's start of work (including subsequent policies purchased as renewals or replacements). B. CONSULTANT will make every effort to maintain similar insurance during the required extended period of coverage following project completion, including the requirement of adding all additional insureds. C. If insurance is terminated for any reason, CONSULTANT agrees to purchase an extended reporting provision of at least two (2) years .to report claims arising from work performed in connection with this Agreement. D. The reporting of circumstances or incidents that might give rise to future claims. 13. CERTIFICATES OF INSURANCE Prior to commencing performance of the work hereunder, CONSULTANT shall furnish to CITY certificates of insurance subject to approval of the City Attorney evidencing the foregoing insurance coverages as required by this Agreement; said certificates shall: A. provide the name and policy number of each carrier and policy; B. shall state that the policy is currently in force; and C. shall promise that such policies shall not be suspended, voided or canceled by either party, reduced in coverage or in limits except after thirty days prior written notice; however, ten days prior written notice in the event of cancellation for nonpayment of premium. B agree/prof/Johnson - 12/ 11 /98 CONSULTANT shall maintain the foregoing insurance coverages in force until the work under this Agreement is fully completed and accepted by City. The requirement for carrying the foregoing insurance coverages shall not derogate from the provisions for indemnification of City by CONSULTANT under the Agreement. City or its representative shall at all times have the right to demand the original or a copy of all said policies of insurance. CONSULTANT shall pay, in a prompt and timely manner, the premiums on all insurance hereinabove required. 14. INDEPENDENT CONTRACTOR CONSULTANT is, and shall be, acting at all times in the performance of this Agreement as an independent contractor. CONSULTANT shall secure at its expense, and be responsible for any and all payment of all taxes, social security, state disability insurance compensation, unemployment compensation and other payroll deductions for CONSULTANT and its officers, agents and employees and all business licenses, if any, in connection with the services to be performed hereunder. 15. TERMINATION OF AGREEMENT All work required hereunder shall be performed in a good and workmanlike manner. CITY may terminate CONSULTANT's services hereunder at any time with or without cause, and whether or not PROJECT is fully complete. Any termination of this Agreement by CITY shall be made in writing, notice of which shall be delivered to CONSULTANT as provided herein. 16. ASSIGNMENT AND SUBCONTRACTING This Agreement is a personal service contract and the supervisory work hereunder shall not be delegated by CONSULTANT to any other person or entity without the consent of CITY. 7 agree:prof/Johnson - 12:'11/98 17. COPYRIGHTS/PATENTS CITY shall own all rights to any patent or copyright on any work, item or material produced as a result of this Agreement. 18. CITY EMPLOYEES AND OFFICIALS CONSULTANT shall -employ no CITY official nor any regular CITY employee in the work performed pursuant to this Agreement. No officer or employee of CITY shall have any financial interest in this Agreement in violation of the applicable provisions of the California Govemment Code. 19. NOTICES Any notice or special instructions required to be given in writing under this Agreement shall be given either by personal delivery to CONSULTANT's agent (as designated in Section 1 hereinabove) or to CITY's Director of Administrative Services, as the situation shall warrant, or by enclosing the same in a sealed envelope, postage prepaid, and depositing the same in the United States Postal Service, addressed as follows: TO CITY: TO CONSULTANT: Director of Administrative Services City of Huntington Beach 2000 Main Street Huntington Beach, CA 92648 20. IMMIGRATION Douglas Johnson, President Johnson & Associates 4240 Rocklin Road, Suite 10 Rocklin, CA 95677 CONSULTANT shall be responsible for full compliance with the immigration and naturalization laws of the United States and shall, in particular, comply with the provisions of the United States Code regarding employment verification. 21. LEGAL SERVICES SUBCONTRACTING PROHIBITED CONSULTANT and CITY agree that CITY is not liable for payment of any subcontractor work involving legal services, and that such legal services are expressly outside the scope of services contemplated hereunder. CONSULTANT understands that pursuant to 8 agree/prof/Johnson - 1211 V98 Huntington Beach City Charter Section 309, the City Attorney is the exclusive legal counsel for CITY; and CITY shall not be liable for payment of any legal services expenses incurred by CONSULTANT. 22, ATTORNEY'S FEES In the event suit is brought by either party to enforce the terms and provisions of this agreement or to secure the performance hereof, each party shall bear its own attorney's fees. 23. ENTIRETY The foregoing, and Exhibit "A": attached hereto, set forth the entire Agreement between the parties. IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed by and through their authorized offices the day, month and year first above written. CON LTA T By. print name ITS: (circle one) Chairma Presiden ice President AND By: print name ITS: (circle one) Secretary/Chief Financial Officer/Asst. Secretary - Treasurer REVIEWED AND APPROVED: Ci dministrator CITY OF HUNTINGTON BEACH, a municipal corporation of the State of California ATTEST: City Clerk APPROVE AS TO FORM:: Attorn ey :]N�I�T;IA4Tq�'AND c� APPROVED: Director of Administrative Services agree/prof/Johnson - 12/11i98 0 PROFESSIONAL SERVICES CONTRACT BETWEEN THE CITY OF HUNTINGTON BEACH AND JOHNSON & ASSOCIATES FOR CLASSIFICATION AND COMPENSATION STUDY Table of Contents 1 Work Statement................................................................................................... 1 2 City Staff Assistance............................................................................................ 1 3 Time of Performance........................................................................................... 2 4 Compensation...................................................................................................... 2 5 Priorities............................................................................................................... 2 6 Extra Work........................................................................................................... 2 7 Method of Payment.............................................................................................. 2 8 Disposition of Plans, Estimates and Other Documents ........................................ 4 9 Hold Harmless........................................................................................ 4 10 Workers' Compensation Insurance...................................................................... 4 11 General Liability Insurance................................................................................... 5 12 Professional Liability Insurance............................................................................. 6 13 Certificates of Insurance...................................................................................... 6 14 Independent Contractor....................................................................................... 7 15 Termination of Agreement................................................................................... 7 16 Assignment and Subcontracting.......................................................................... 7 17 Copyrights/Patents.............................................................................................. 8 18 City Employees and Officials............................................................................... 8 19 Notices................................................................................................................. 8 20 Immigration.......................................................................................................... 21 Legal Services Subcontracting Prohibited............................................................ 8 22 Attorney's Fees.................................................................................................... 9 23 Entirety................................................................................................................ 9 12/11/98 I �011 -,'S0W&AAS50CIATES y� PROFESSIONAL SERVICES AGREEMENT This Agreement is made by and between the City of Huntington Beach ("the City"), and Johnson & Associates ("the Consultant"). 1. Project Engagement. The City agrees to engage the Consultant to perform those services described below, for completion of the project described as follows: Classification and Compensation Study (the "Project"). The study will include approximately 105 (One Hundred Five) positions currently allocated to 42 (Forty - Two) classes. In addition, it will include a separate total compensation study for 54 management and 20 non -represented classifications. 2. Services. The Consultant agrees to perform certain services necessary for completion of the Project, which services shall include, without limitation, the following: Phase I — Study Initiation 1. Prepare for initial meetings 2. Conduct project initiation meeting 3. Conduct employee briefings Phase II — Classification Analysis 1. Conduct management conferences 2. Employees complete questionnaires 3. Prepare for job analysis interviews 4. Conduct job analysis interviews with approximately 70% of available staff 5. Prepare draft classification concepts 6. Review draft classification concepts 7. Prepare class specifications 8. Undertake management/employee review process 9. Meet with the Personnel Commission and City Council 10. Finalize the classification plan Phase III — Compensation 1. Conduct compensation workshop 2. Develop the City's compensation policy 3. Collect compensation data 4. Compile and format data 5. Audit and finalize total compensation data 6. Conduct internal relationship analysis 7. Develop salary recommendations a 2.}O IZ(��:KLIN ROAD. SCITF. M. KGCKLA\. (_AL11`)R-1:A 90-1 crs (9t6) 5;o-14yn FAX [y:Ll t30-lu9� �rnu.� axsos-�s ua.,rr;s;,�i Professional Services Agreement City of Huntington Beach Classification and Compensation Study Page 2 S. Develop alternative salary plan structures and pay -for -performance guidelines 9. Develop implementation strategy options and compute implementation costs 10. Prepare and review draft compensation report 11. Prepare and submit final compensation report Phase IV — Implementation/Administration 1. Prepare and submit automated systems to support ongoing maintenance and administration 2. Submit administrative guidelines 3. Conduct employee debriefings 4. Final training/ongoing technical assistance. A complete description of the services to be provided are contained in a proposal from the Consultant to the City, dated October 23, 1998, which is incorporated herein by reference, 3. Relationship. The Consultant is an independent contractor and is not to be considered an agent or employee of the City. 4. Compensati"R. As full compensation for the Consultant's services performed hereunder, the City shall pay the Consultant the total fixed amount of $40,776 (Forty Thousand Seven Hundred Seventy -Six) ("fixed fee"), including both professional services and project expenses. This cost assumes seven trips to the City to accomplish the following: Trip #1: Project Initiation Meeting Briefings Trip #2: Management conferences Employee Interviews Trip #3: Draft Classification Concepts Review Compensation Policy Workshop Trip #4: Employee Review Process Status Review Draft Compensation Report Trip #5: Meet with Personnel Commission and City Council Trip #6: Debriefings Professional Services Agreement City of Huntington Beach Classification and Compensation Study Page 3 Trip m7: Final Report/Formal Presentations/Training Additional trips will be billed portal-to-portal on an actual cost basis for professional services and expense reimbursement. 5. Compensation for Additional Services. In the event the City requires services in addition to those described in Paragraph 2, the Consultant shall be compensated at the Consultant's standard hourly rates for professional services, plus reimbursement of expenses. 6. Method of Pavment. Progress payment of the Consultant's professional services fee and expenses shall be made on a monthly basis by the City upon receipt of billings from the Consultant. 7. Term. The term of this agreement shall commence on , at which time the Consultant shall begin work on the Project and shall continue, subject to the termination provisions of Paragraph 8, until the date that the Consultant completes the Project. The time of completion of the Project is estimated to be 24 (Twenty-four) weeks. 8. Termination. This agreement may be terminated: (a) by either party at any time for failure of the other party to comply with the terms and conditions of this Agreement; (b) by either party upon 30 days prior written notice to the other party; or (c) upon mutual written agreement of both parties. In the event of termination, the Consultant shall stop work immediately and shall be entitled to compensation for professional service fees and for expense reimbursement to the date of termination. 9. Insurance. The Consultant shall maintain in force during the term of the agreement, Comprehensive General Liability Insurance with the Extended Liability Endorsement, including Personal Injury; Commercial Umbrella Liability; Automobile Liability Insurance, including Non -Owned and Hired Liability; and Workers' Compensation and Employers' Liability Insurance. Such insurance shall be in amounts as outlined in Attachment 1, Statement of Compliance. 10. Hold Harmless. The Consultant shall be responsible for its acts of negligence, and the City shall be responsible for its acts of negligence. The Consultant agrees to indemnify and hold the City harmless from any and all claims, demands, actions and causes of action to the extent caused by the negligent acts of the Consultant, its officers, agents and employees, by reason of the performance of this agreement. This indemnity shall not be construed to require indemnification of others. Professional Services Agreement City of Huntington Beach Classification and Compensation Study Page 4 11, Miscellaneous. a. The entire agreement between the parties with respect to the subject matter hereunder is contained in this agreement. b. Neither this agreement nor any rights or obligations hereunder shall be assigned or delegated by the Consultant without the prior written consent of the City. c. This agreement shall be modified only by a tivritten agreement duly executed by the City and the Consultant. d. Should an_v� of the provisions hereunder be found to be invalid, void or voidable by a court, the remaining provisions shall remain in fall force and effect. e. This agreement shall be governed by and construed in accordance with the laws of the State of California. f. All notices required or permitted under this agreement shall be deemed to have been given if and when deposited in the United States mail, properly stamped and addressed to the party for whom intended at such party's address listed below, or when delivered personally to such party. A party may change its address for notice hereunder by giving written notice to the other party. APPROVED: Dated: , 1998 Dated: 1998 By Title City of Huntington Beach Huntington Beach, CA 92648 JOHNSON & ASSOCIATES &-:011,_1�M7y.11 4240 Rocklin Road, Suite 10 Rocklin, CA 95677 CITY OF HUNTINGTO\ BEACH By Title City of Huntington Beach Huntington Beach, CA 92648 Professional Services Agreement City of Huntington Beach Classification and Compensation Study Attachment 1 STATEMENT OF COMPLIANCE This statement of compliance details the insurance coverage currently in force by Johnson & Associates and lists the coverage that shall be maintained in force during the term of the agreement with the City of Huntington Beach. Comprehensive General Liability Insurance with a General Aggregate limit of $2,000,000; Products & Completed Operations Aggregate limit of $1,000,000; Personal and Advertising Injury limit of $1,000,000; Each Occurrence limit of $1,000,000. Automobile Liability Insurance, including non -owned and hired liability with limits of $1,000,000. Workers' Compensation and Employers' Liability Insurance with limits of $1,000,000. Upon notification of award of contract, a certificate of insurance will be issued to the City of Huntington Beach noting the above coverage and named as additional insured. Johnson & Associates does not currently carry Professional Liability insurance. We have been advised that because of our type of consulting practice, our exposure and risk is negligible. The annual cost to maintain this type of coverage is not within reason for firms of our size or cost effective for our clients. Further, this type of coverage is not standard practice in management consulting practices of our size and it is not feasible to obtain the coverage on a project -by -project basis. r r LF�, 4 Cil. C REQUEST FOR PROPOSALS �= f Classification and Compensation Study Personnel Department City of Huntington Beach The City of Huntington Beach is requesting proposals from qualified individuals or firms to conduct a limited Classification and Compensation Study involving City non -sworn classifications. This includes approximately 106 full-time employees within 42 existing classifications. The deadline for submitting proposals is 5:00 p.m., Friday, October 2, 1998. Inquiries concerning this Request for Proposal and proposal should be addressed to: William H. Osness Personnel Director City of Huntington Beach Huntington Beach, CA 92648-3080 I. BACKGROUND INFORMATION The City of Huntington Beach, with a population in excess of 190, 000, is situated in Orange County on the Southern California coast. Huntington Beach is a charter city with a Council -Administrator form of government noted for its dynamic spirit and progressive attitude. The City Council is comprised of seven (7) Council members. The City Administrator is appointed by the City Council and directs all municipal operations, except those held by elected officials. Huntington Beach is a full -service City including police, fire, public works, community services, marine safety and library services. Because of its rapid growth over the past 20 years, the city's classification plan has been significantly impacted. Many single -position classifications exist which in many instances should be realigned with other similar classes. There are approximately 284 non-public safety classifications resulting in an average of 2.1 employees per classification. The City has not had a comprehensive classification study conducted in the past. However, in 1992, DMG and Associates conducted an organizational study of the Administrative Service Department. This study addressed some of the classification issues and identified the need for a comprehensive classification study. During the past seven years the City has experienced a slow economy and has suffered some financial set backs brought about by the Orange County bankruptcy. This has caused reductions in the number of positions during the mid-1990's. Most of these reductions have been absorbed through attrition. Consequently, the City's employee population has decreased from 1,111 in FY 93194 to 1039 in FY 97198. The City has seven employee associations. However, the study will involve only two of the seven associations plus non -associated employees. These three employee groups have the following number of employees and classifications. e • REQUEST FOR PROPOSAL • CLASSIFICATION AND COMPENSATION STUDY EMPLOYEE ASSOCATION Municipal Employees' Association (MEA) Management Employees' Organization (MEO) Non -Associated FULL TIME POSITIONS 480 =I= 40 606 CLASSIFICATIONS 197 21 286 A. This proposal is limited to specific classifications within these three employee groups. A classification study and salary review is requested for 105 positions involving 40 classifications identified as follows: Employee Association MEA MEO Non -Assoc. TOTAL Specific Classes (18 Positions) 1 — Law Office Manager 1 — Parking/Camping Leadworker 1 — Cultural Services Manager 5 — Departmental Analyst Senior 1 — Emergency Services Coordinator 1 — Parking/Camping Supervisor 4 — Senior Planner 2 — Project Manager 1 — Housing Rehabilitation Manager 1 — Housing Rehabilitation Finance Specialist Accountina Technician Series 2. (13 Positions Accounting Technician II Accounting Technician III Accounting Technician IV Deputy Attornev Services 3. (8 Positions_) Deputy Attorney I Deputy Attorney II Deputy Attorney III Chief Deputy Attorney (Proposed) General Clerical Series 4. (49 Positions) Administrative Assistant Administrative Secretary Office Assistant it (Typing) Office Specialist (Typing) Office Specialist (Non -Typing) Secretary Typist Full Time Positions Classifications 68 25 26 14 11 1 105 40 Department Association City Attorney's Office MEA Community Services MEA Community Services MEO --- MEO Fire MEA Community Services MEO Community MEO Development Economic Development MEO Economic Development MEA Economic Development MEA Department Association --- MEA --- MEA Administrative Services MEA Department Association City Attorney's Office MEO City Attorney's Office MEO City Attorney's Office MEO City Attorney's Office MEO Department Association --- NIA --- MEA --- MEA --- MEA -- MEA Administrative Services MEA f G:IPERSIRFPCLASS -2- 09/01/98 2:52 PM. 0 REQUEST FOR PROPOSAL • CLASSIFICATION AND COMPENSATION STUDY Word Processor Senior --- MEA Informational Systems Model - 5. Separate RFP Department Association (17 Positions) Information Systems Manager Fire MEO Information Systems Manager Public Police MEO Safety Supervisor Systems & Programming Fire MEO GIS Coordinator Public Works MEO Systems Analyst Senior Fire MEO Info. Systems/Network Specialist Fire MEA Micro. Data Base Coordinator Fire MEA Programmer Senior Fire MEA GIS Systems Technician Public Works MEA Micro Technical Aide Fire MEA Programmer Fire MEA Network Support Technician Fire MEA Computer Operations Supervisor Fire MEA Computer Operations Coordinator- Library MEA Library Computer Operations Assistant - Library MEA Library Computer Operator Fire MEA B. This proposal is to include a salary review of all -remaining MEO and Non -Associated classifications. 54 MEO Classifications/Salary Ranges SALARY CLASSIFICATION RANGE Accountant Principal 487 Assistant Project Manager 473 Building & Safety Director 542 City Engineer 570 Civil Engineer Principal 515 Civil Engineer Associate 500 - Claims Supervisor 482 Contract Administrator 476 Criminalist Chief 530 Criminalist Supervisor 496 Deputy Director Recreation & Beach 545 Development Deputy City Engineer 542 Deputy City Treasurer Senior 522 Finance Director 552 Fire Battalion Chief 531 Fire Chief Division 552 Fire Protection Analyst 481 Firemed Coordinator 464 GIS Coordinator 500 Housing and Redevelopment Manager 531 Inspector Combination/Structural Supervisor 478 Inspector Electrical Principal 468 e G:IPERSIRFPCLASS -3- 09/01/98 2:52 PM. • REQUEST FOR PROPOSAL CLASSIFICATION AND COMPENSATION STUDY Inspector Plumbing and Mechanical Principal 468 Inspection Manager 499 Investigator 428 Landscape Architect 476 Law Office Manager 467 Librarian Senior 434 Library Services Manager 497 Maintenance Operations Manager 537 Marine Safety Captain 515 Permit and Plan Check Manager 521 Plan Checker Building Senior 493 Planner Associate 473 Planning Director 555 Police Communications Manager 488 Purchasing Services Manager 494 Real Estate Services 531 Records Administrator 488 Recreation Supervisor Senior 480 Risk Manager 525 Superintendent Parks, Trees and Landscape 515 Superintendent Recreation and Human 515 Services Supervisor Beach Operations 493 Supervisor Building Maintenance 493 Supervisor Mechanical Maintenance 493 Supervisor Parks Maintenance 493 Supervisor Street Sewer Maintenance 493 Supervisor Tree Landscape Pest Control 493 Supervisor Water Distribution 493 Supervisor Water Production 493 Traffic Engineer 531 Traffic Engineer Associate 500 Water Operations Manager 556 20 Non -Associated Classifications/Salary Ranges SALARY CLASSIFICATION RANGE Assistant City Administrator 617 Budget Analyst Senior 485 . City Administrator 648 City Attorney 603 City Clerk 523 City Treasurer 535 Deputy City Administrator/Administrative 589 Services Deputy City Administrator 535 Director Community Development 608 Director Community Services 589 Director Economic Development 589 Director Library Services 560 Director Public Works 607 Executive Assistant 430 Fire Chief 616 I. G:IPERSIRFPCLASS -4- 09/01/98 2:52 PM. • REQUEST FOR PROPOSAL 0 CLASSIFICATION AND COMPENSATION STUDY Management Assistant 443 Personnel Analyst Principal 493 Personnel Assistant 369 Personnel Director 535 Police Chief 605 II. OVERVIEW The City of Huntington Beach is seeking a highly qualified and experienced individual or firm with a proven record of accomplishment in the design, conduct and implementation of both a comprehensive classification and compensation study for this project. III. GOALS AND OBJECTIVES OF THE STUDY The goal of the study is to review and update a limited number of classifications and salary rates. Study objectives as they relate to CLASSIFICATION include, but are not limited to: a. Update duties, responsibilities, and minimum qualifications to accurately reflect all current positions b. Remove obsolete classifications from the City's current listing. C. Establish appropriate job classifications, classification series, and benchmark classifications for setting internal alignment. d. Identify career ladders to -facilitate employee upward and lateral mobility. e. Establish appropriate and consistent titling for classifications. f. Reduce, where possible, the number of classifications and classification levels. g. Ensure compliance with the Americans with Disabilities Act by incorporating physical demands and essential functions into each class specification. h. Ensure compliance with the City's Personnel Rules as it relates to classification relationships. i. Provide legally defensible, understandable, and rational classification relationships. 2. Study objectives as they relate to COMPENSATION include, but are not limited to: a. Conduct cost analysis and implementation recommendations to adjust those classes, which are out of alignment. b. Provide legally defensible, understandable, and rational salary relationships. C. Define an appropriate labor marker for salary review purposes. d. Ensure compliance with the City's Personnel Rules as it relates to salary issues. 2. Study objectives as they relate to IMPLEMENTATION include, but are not limited to: a. Establish a framework for integrating the classification plan into the current employee job performance evaluation process. r G:IPERSIRFPCLASS -5- 09/01/98 2:52 PM. • REQUEST FOR PROPOSAL • CLASSIFICATION AND COMPENSATION STUDY b. Maintain resource information for future reference consisting of all working papers, such as job analysis questionnaires, class specifications and salary data collected from organizations surveyed, and related material. C. Train Personnel Department staff in the methodology used to develop and implement the classification and salary plans to facilitate maintenance and updating of the plans in the future. d. Review the recommended classification plan and propose modifications to the City's layoff policies and procedures, as may be necessary. e. Provide administrative support in meeting the meet and confer requirements for implementation phase of the total plan. f. Obtain agreement from the appropriate employee organization regarding implementation of the report. g. Develop a manual which includes: 1) a listing for each classification series; 2) a listing for each career ladder; and 3) each class specification, in alphabetical order by position title. h. Provide all class specification files on a diskette in Microsoft Word format. IV. CLASSIFICATION STUDY The classification study phase of this project should include, but not be limited to: Conduct orientation meetings with City Council, the City's management and supervisory staff, and employee organization representatives to review the scope of the classification and compensation study methodology and expected results, and answer any questions. 2. Conduct orientation meetings for all employees who will be included in the study to discuss the classification and compensation study objectives, procedures to be used, and answer questions. 3. Prepare a job analysis questionnaire, subject to the approval of the City's Personnel Director, to obtain pertinent information for classification and compensation purposes. 4. Distribute the approved job analysis questionnaire to all employees within the classifications to be included in the study and review the completed questionnaires. 5. Interview an adequate sampling of employees as follows: a) All employees in single -position classifications. b) At least 50% of employees in multiple position classifications within the same department. NOTE: If group interviews are desired, proposals should discuss the approach thoroughly (e.,., number of incumbents in the class, number of interviewees, methodology, etc.) c) Any employee who requests an interview. 6. Define classifications, prepare classification specifications in a format approved by the City's Personnel Director, develop appropriate and consistent classification titling, classification series, career ladders and benchmark classifications. 7. Allocate all employees to classifications. f. G:IPERSIRFPCLASS -6- 09/01/98 2:52 PM. REQUEST FOR PROPOSAL • CLASSIFICATION AND COMPENSATION STUDY 8. Conduct an employee and management review process as discussed in W. Distribution and Review of Documentation." 9. Use broad or deep class concept as needed (e.g., single class with I and II levels). 10. Update all classification specifications as appropriate. 11. Meet with employee groups regarding proposed changes and their impact. 12. Meet with Personnel Commission regarding proposed changes and their impact. 13. Meet with City Council regarding proposed changes and their impact. V. DISTRIBUTION AND REVIEW OF DOCUMENTATION TO EMPLOYEES AND DEPARTMENT MANAGEMENT A copy of the respective proposed classification specifications, and allocation of positions to specifications and classification series, shall be distributed to all employees included in the study, along with their department management staff. 1. Conduct review sessions with those employees who wish to question or appeal their tentative classification, or allocation. Similar sessions shall be conducted with department management as may be needed. 2. Recommend a procedure for handling appeals to the study, including the consultant's preparation of written responses to the appeals, presentations and explanation of recommendations at appeal sessions. 3. Revise the tentative classification/allocation plan as appropriate. 4. Prepare draft and final reports as may be appropriate. VI. SALARY STUDY 1. Review the City's compensation policy, current internal relationships within the City's current salary plan, external relationships within the labor market, and employee separation (turnover) data. Source documentation is available for this review. 2. Recommend to the City an appropriate labor market consisting of public and/or private organizations, proposed benchmark classifications for salary survey purposes, and salary factors to be included in total compensation such as: effective date, number of steps to reach top, base salary range, extended salary range(s), employee retirement contribution paid by the employer, FICA deduction, medical/dental contribution, etc. 3. Collect current external salary data and copies of class specifications for the positions surveyed. Verify that only classifications comparable to those being surveyed are used for comparison purposes and that the salary data collected is current. 4. For all classifications within the study, analyze and make recommendations to the City on the appropriateness and consistency of: f G:IPERSIRFPCLASS -7- 09/01/98 2:52 PM. 0 REQUEST FOR PROPOSAL • CLASSIFICATION AND COMPENSATION STUDY a. internal salary relationships; b. external salary relationships to include a total compensation policy; C. format of the salary plan; d. salary schedules (e.g., steps within range, ranges with no salary step, etc.); e. spread between salary ranges for line, lead, supervisory, and management classifications. 5. Develop salary ranges that reflect external labor market and internal salary relationships. 6. Recommend allocation of classifications to salary ranges including salary relationships charts. 7. Conduct an employee and management review process as discussed in W. Distribution and Review of Documentation." 8. Submit cost estimates and alternative strategies concerning the implementation of study recommendations. A copy of the City's current salary schedule is attached. VI1. FINAL REPORT(S) IMPLEMENTATION Prepare and present Draft and/or Final Classification and Compensation Study Report(s), respond to questions, and modify as may be appropriate. Fifteen (15) copies of the Draft and Final Classification and Compensation Study Report(s), as appropriate, shall be submitted to the City. The final report shall include, but not be limited to the following: 1. Executive summary. 2. Description of study methodology and findings. 3. List of classifications. 4. List of classification series. 5. List of benchmark classifications. 6. Allocation of positions to classifications. 7. List of organizations in labor market and criteria for their selection. 8. Salary survey data. 9. Allocation of classifications to salary ranges. 10. Salary relationship charts. 11. All classification specifications. 12. Plan to implement, maintain, and update classification and salary plans 13. General comments and concluding remarks 14. Obtain agreement from the appropriate employees' association regarding implementation of the final report and recommendation. VIII. PLAN MAINTENANCEISTAFF TRAIN] NGIDOCUMENTATION Provide the City with a manual for implementation, maintenance, and updating for the classification and salary plans. Document training in this regard provided to the City's Personnel Department staff. IX. PROGRESS REPORTS e G:IPERSIRFPCLASS -8- 09/01/98 2:52 PM. 0 REQUEST FOR PROPOSAL • CLASSIFICATION AND COMPENSATION STUDY ?. Project Reports. Submit brief bi-weekly status reports to the Director of Personnel no later than the first working day after the end of every two weeks. Bi-weekly status reports shall include, but may not be limited to the following: a. A summary of specific project activities for the previous two week s and planned activities for the coming two weeks. b. A specific report showing progress made on all milestones contained in the time phased project schedule. C. Identification of any planned activities not completed. d. An explanation of specific contractor actions being taken to correct any project delay. e. A revised project schedule, if required, together with an explanation of all changes. f. A statement of certification by the contractor that the status report is accurate and reflects the project status and progress. 2. Alert Reports. Submit an immediate written alert report to the Director of Personnel within one (1) working day following the day in which the following is known or occurs: a. Any current or future changes in project personnel or their assignments. b. Any change in the completion of any contract component. C. The inability, either actual or potential, to comply with any contract requirement. d. Delays caused by City employees. e. Any project related activity or problem, which could delay the project. X. PROPOSAL CONTRACT AND FORMAT Proposal shall address the following items in the order listed below. Supplemental material may also be included in a separate section of the proposal. 9. Company Background a. State your organization's full name and address. b. State whether you operate as an individual, partnership, or corporation. C. Provide a general description of your firm, including office location(s), names and titles of employees, and contract personnel who work at each location; nature of work performed; and years in existence. 2. Company's Direct Experience a, Provide a list of al least three (3) clients for whom you have conducted a classification and compensation study within the last three (3) years, that specifically include Information Systems, comparable to that described in this Request for Proposals. Indicate the name of the client organizations, their addresses, telephone numbers, contact persons and their titles, nature of the studies, number of classifications included in the studies, type of occupations included in the studies, and the year the studies were complete. Also provide the names and position titles, at that time, of the personnel in your organization who worked on each of the studies. e G:IPERSIRFPCLASS -9- 09/01/98 2:52 PM. • REQUEST FOR PROPOSAL 10 CLASSIFICATION AND COMPENSATION STUDY { b. List the current projects in which your firm is involved and the personnel assigned to those projects. C. Describe your firm's knowledge and capability for statistical analysis and automated data processing as they pertain to this Request for Proposals. d. Provide one (1) copy of a classification and/or salary study you have completed which closely relates to the work contemplated in this Request for Proposals. 3. Proposed Consultant Staffing a. Provide a project staffing organization chart listing the personnel you would assign to this project. b. Describe the working relationships of each person who would work on this project. C. Describe the tasks each person assigned to this project would perform and the amount of time each person would perform these tasks. d. Include a resume for each designed person including their education, training, and professional work experience; and an itemized list of work performed comparable to that described in this Request for Proposals, organization(s) for which the work was performed, and the beginning and ending dates of that work. 4. State of Approach Provide a detailed explanation of: your understanding Request for Proposals, the theories and principles which project, your proposal objectives, projects to be delivered, approach. 5. Technical Design of the need presented in this underlie your approach to this rationale and features of your Describe in detail your technical plan for accomplishing the work on this project including, but not limited to: a. Breakdown of all tasks you will perform. b. How you intend to accomplish each tasks. C. Any assumptions or constraints that could influence identified tasks. d. Procedures for maximizing the reliability of all analyses and products. e. Rationale for the selection of methodology of each task to be performed. f. Any automated system you would use to analyze, develop, and implement the study. 6. Exceptions/Alternatives a. List any exceptions to the requirements stated in this Request for Proposals in the order in which they appear. b. Proponents are encouraged to suggest alternatives to the requirements in this Request for Proposals, including the rationale for same. Similarly, if you offer alternate approaches/methodologies that are thought to be appropriate, please provide a description, rationale, and cost of each. 7. Plan for Scheduling and Accomplishing Work a. Provide a milestone chart identifying all tasks and subtasks to be performed. Indicate the time required to complete each task, including the submittal of G:IPERSIRFPCLASS -10- 09/01/98 2:52 PM. 0 REQUEST FOR PROPOSAL 0 CLASSIFICATION AND COMPENSATION STUDY deliverables, and initial tasks for the successful and timely completion of the project. b. Indicate the personnel loading for each task (i.e., identify which task wiii be performed by each of your personnel, combination of your personnel, or City Staff). C. Indicate the total time required for you to complete the overall Project. NOTE: The desired time schedule for the completion of the Classification and Compensation Study is a maximum of six (6) calendar months from the contract award date which is anticipated to occur on or about November 2, 1998. d. Indicate the earliest date you would be available to initiate work on this project. 8. Subcontracting Indicate any portions of your work on this project that would not be performed by your employees, but rather by a subcontractor. Provide information on all subcontractors as requested in Section X, 1-7 above. 9. Project Cost Proposals shall include the cost of perform all work and obligations contained in this Request for Proposals and your proposal. Projected costs should be broken down into: 1) total cost for conducting the classification study component as indicated in Section IV above; 2) total cost for completing the salary study component; and 3) total costs for both components. A maximum of seventy percent (70%) of the contract will be paid by the City as progress payments in accordance with the completion of tasks and deliverables. The remaining thirty percent (30%) will be paid upon the City's final acceptance of work and the successful outcome of the meet and confer process for the implementation phase. Each proposal shall include a copy of the proposed contract. 10. Commitment of the City a. Acquisition of office space, phone, supplies, and clerical support will be the responsibility of the contractor, but may be negotiated. The proposal shall clearly specify any City resources which the consultant is expecting the City to provide, including professional staff time. b. The City will provide access to all necessary and appropriate information related to the objectives of this project. 11. Proposal Evaluation It is anticipated that the top three finalists will be requested to make an oral presentation to the evaluation team. The City maintains the sole and exclusive right to evaluate the merits of the proposals received. Proposals will be evaluated based on the criteria including, but not limited to: a. Qualifications, background, and prior experience of the firm in conducting similar projects; b. Qualifications and references of the project staff; C. Content, technical approach, and understanding of the scope of the project; d. Overall project design and methodology; e. Timeliness of project completion; t G:IPERSIRFPCLASS -11- 09/01/98 2:52 PM. 0 REQUEST FOR PROPOSAL CLASSIFICATION AND COMPENSATION STUDY f. Present workload and availability of assigned staff and ability to meet proposed schedule; g. Consultant costs; h. Other criteria deemed essential by the City. 12. General Information a. Costs for developing responses to this Request for Proposals or for attending bidder's meetings prior to the award of the contract are entirely the responsibility of the consultant and shall not be chargeable to the City. b. Proposals shall be valid for a minimum of 60 days. C. The City reserves the right to expand or diminish the scope of the work subject to negotiation with the successful bidder. d. The City is not required to select the proposal that may indicate the lowest price or costs. The City may reject all proposals when, in its sole discretion and opinion, none of them meet the requirements or specifications of this Request for Proposals, the benefits derived will be less than anticipated or desired, or the rejection is in the best interest of the City. If all proposals are rejected, the City may or may not request additional proposals. e. The successful firm shall save harmless and indemnify, and at the City's request, defend the City, its officers, officials, employees, agents, representatives, and volunteers from and against any and all claims, demands, actions, damages, expenses, suits, accidents, injuries, liability, or proceedings of any character whatever (including without limitation, attorney's fees) brought for or on account of, or resulting from or arising out of or in connection with, any act, error or omission, negligence, wrongful conduct, or other action by the Consultant or any of the Consultant's officers, agents, employees, representatives, subconsultants, or subcontractors in connection with or in the performance of this Agreement. f. The successful firm shall submit appropriate evidence of required insurance coverages, licenses, or permits prior to the effectuation of any contract for services described herein, as required by the City. g. The successful firm shall not transfer the responsibility for any part of their contractual obligation without prior written approval of the City Administrator of the City of Huntington Beach. h. The City reserves the right to terminate the agreement upon giving the successful firm a 15-day written "Notice of Termination". i. In the event it becomes necessary to revise any part of this Request for Proposals, addenda will be provided in writing to all consultants receiving this Request for Proposals from the City. r G:IPERSIRFPCLASS -12- 09/01/98 2:52 PM. ATTACHMENT #2 DEC-15 98 11:09 FROM:CAPAX PL 209-526-9549 TO:71437417 /qVDf&E:02 02-RD. :: :: RTI l A QF lAB I: Y RA ::. :::.. DATE(IAMIDaM, M I v. PRODUCER 1.A CA �/` I CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE Sacramento valley Jan. / SVI HOLDER. THIS GOES CERTIFICATE NOT AMEND. EXTEND OR it: 600 , / d ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. AORIeO rG a /Z,W ga COMPANIES AFFORDING COVERAGE 6-� . �Tul, eh l COMPANY 1 -920- 400 Far 6-645-3996 db5a^t A Hartford Insurance INSURED COMPANY B Johnson & Associates caAIPAMY Douglas Johnson 4240 Rocklin Road, Suite #10 I COMPANY Rocklin CA 95677 D THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE SEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTArN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN I$ SUBJECT TO ALL THE TERMS. EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. TYPE OP WSURANCE POLICY NUMBER I POLICY EFFECTIVE 'POLICYEXPIRATION I I LTR DATE (MMIDWY1 DATE (MWDDIYY, LIMIT$ GENERAL L"ILITY I ! (;RNERAL AGGREGATE 3 4 0 0 0 0 0 0 A X . COMMERCU4LGENERALLUIBILITY 578SAGEl3398 04/01/98 04/01/99 ; PROOUCTS-COMPIOPAGG; $ excluded CLAIMS MADE a OCCUR PERSONAL R ADV INJURY ! 1 10 0 0 0 0 0 OWNERS S CONTRACTOR'S PROT , ' EACH OCCURRENCE Is 200 0 000 I I FIRE OAMAGE(Anyenmrw) ; S 700000 ..-..r— f I MED EXP {Any One person) S 10 0 0 0 AUTOMOBILE LIABILITY I COMBINED SINGLE; LIMIT 92000000 A !ANY AUTO S788AOR3396 04/01/98 04/01/99 ALL OWNED AUTOS BODILY INJURY S i ArpffawI SCHEDULEDAUTOS NIREOAUTOS L,UL 'iJ BODrLYINJURY ; ! (Pa Gam] x NON -OWNED AUTOS rL j I I PROPEMOAMAGE i S GARAGE LIABILITY I ,'s = 1 I AUTO ONLY -EA ACCIDENT 1 ANY AUTO i Nt OTHERTH.M1AUTO ONLY: I._. . EACH ACCIDENT I S I I 8 I AGGREGATE I I ' EXCESS LIABILITY I EACH OCCURRENCF. 1 1f UMBRELLA FORM AGGREGATE_ OTHER THAN UMBRELLA FORM I : 1 WORKERS COMPENSATION AND I X i WC STAT i iOTH-. '. EMPLOYERS'LIABILm 157WBCSa53S9 I EL EACH ACCIDENT I S 1000000 A THE PROPRIETOR/ INCL 04/01/90 ' 04/01/99 ELDISFASE-POUCYLIMET . % 1000000 PARTNERSfF,XSCUTIVE OFFICERS AR&: I E)ECL I I1 DISFASE - EA EMPLOYEE : i 10 O O 0 0 0 OTHER I I I DESCRIPTION OF OPERATIONE&OCATION&VEH1CLE&SPECUL ITEMS Cit oL Huntington Beach it's a eats officers a¢drt#o31 aured per tfie attacRad $60008 with and am aloyees re named as regard to who is as a t ono adurad. CRNCELLATIQN.: iiTJNT88A SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, THE ISSUING QOMPANY WILL City Of NUintington Beach 30 DAYS WRITTEN NOTICE TO THE CERTIFICATE HOLDER NAMED TO THE LEFT. Risk Management Dept, Attn.I Karen Poster >P.O. Sox 190 HUMINGTON BEACH CA 91648 AUTHOR12EOREPRESIENTArVE :ACORD CORPORATION 7 988 DEC-15 98 11:09 FROM:CAPAX PL 209-526-9549 TO:7143741743 PAGE:03 BUSINESS LIABILITY COVERAGE F0PM equipment or device 4 locatec and their spouses are also insureds, but onty consists of or contains more than 25 with respect to the conduct of your business_ grams of plutonium or uranium 233 or c. A limited liability Company, you are an any combination thereof, or more than insured. Your members are also insureds, 250 grams of uranium 236; but only with respect to the conduct of your (d) Any structure, basin, excavation, business. Your managers are insureds, but premises or place prepared or used only with ►espect to their duties as your for the storage or disposal of manager. 'waste'; d. An organization other than a partnership or and includes the site on which any of the joint venture or limited liability company you foregoing is located, all operations are an insured. Your'axecutive officers' and conducted on such site and all premises directors are insureds, but only with respect used for such operations; to their duties as your officers or directors. 'nuclear material' means 'source material,' Your stockholders are also Insureds, but on.y `special nuclear material' or 'byproduct ma- with respect to their liability as stockholders. tertal'; 3. Each of the following is also an insured: 'nuclear reactor' means any apparatus de- a. Your 'employees', other than your 'executive signed or used to sustain nuclear fission in a officers', but only for acZ wfthin the scope of self-supporting chain reaction or to contain a their employment by you. However, none of critical mass of fissionable material; these employees is an insured for. 'property damage' includes ail corms of ra- (1) 'Bodily injury of 'Personal injury' to you or dioactive contamination of property; to a cc -employee while in the course of his 'source material' has the meaning given it in or her employment or to the spouse, child, the Atomic Energy Act of 1954 or in any :aw parent, brother or sister of that co - amendatory thereof; employee as a consequence of such 'special nuclear material' has the meaning 'bodily injury' or 'personal injury,' or for given it in the Atomic Energy Act of 1964 or any obligation to share damages with or in any law amendatory thereof; repay someone else who must pay 'spent fuel' means any fuel element or fuel damages because of the injury. component, solid or liquid, which has been (2) 'Bodily injury' or 'personal injury,' used or exposed to radiation in a 'nuclear arising out of his or her providing or reactor'; . failing to provide professionai health 'waste' means any waste material: care services; or 1 (a) Containing 'byproduct materiai' other than the tailings or wastes produced by the extraction or concentration at uranium or thorium from any ore processed primarily for its 'source material' content; and (b) Resulting from the operation by any person or organization of any 'nuclear facility' included under paragraphs (a) and (d) of the definition of 'nuclear facility.' C. WHO IS AN INSURED 1. if you are designated in the Dedarations as: a. An individual, you and your spouse are in- surods, but only with respect to the conduct of a business of which you are the sale owner, b. A pe�ership or joint venture, you are an in- sured. Your members, your partners (3) 'Property damage' to property owned or occupied by or rented or loaned to that employee, any of your other empioyees, or any of your partners or members (if you are a partnership or joint venture). b. Arty person (other than your employee), or any organization while acting as your real estate manager. c. Any person or organization having proper temporary custody of your property if you die, but only: (1) With respect to liability arising out of the maintenance or use of that property; and (2) Until your legal representative has boon appointed. d. Your legal representative if you die, but only with respect to duties as such. That Page 8 of 18 Form SS 00 0010 96 Printed in U.S.A. (NS) DEC-15 98 11:09 FROM:CRPAX PL 209-526-9549 TO:7143741743 PAGE:04 BUSINESS LIABILITY COVERAGE FORM representative will have all your rights and (b) To 'bodily injury' or 'property duties under this policy. damage' arising out of the solo a. Any employee" of the insured while acting in negligence of the lessor. the scope of his/her duties as a reta,i (3) When owners or outer interests from pharmacist, or optician or optometrist, whom Band has been Ivased become f. Addition! Inge by Contract, an insured under provision 21, the Agreement or Parm t following additional exclusions appty; Any person or organization with whom you (a) Any 'occurrence' which takes place agreed. because of a written contract or after you cease to lease that land: or agreement or permit, to provide insurance (b) Structural alterations, new such as is afforded under this Business construction or demolition Liability Coverage Form, but only with operations performed by or on mepect ka yaur a51smto1%, 'youl walk' W b8h all of the u wnars of other facilities owned or used by you. interests from whom land has been However, coverage under this provision doss leased. . ) not apply: (4) When managers or lessors of premises (1) Unless the written contract or agreement become an insured under provision 24 has executed or permit has been issued the following exclusions apply: prior to the 'bodily injury,' 'property (a) Any 'occurrence' which takes place damage,' . 'personal injury' or after you cease to be a tenant in that 'advertising injury.' premises: or (2) To any person or organization included (b) Structural alterations, new construction as an Insures under provision (Broad R g. or demolition operations performed by Form Vendors). or on behalf of the manager or lessors (3) To any other porscn or organization of the premises. shown in the Declarations as an Addi- $, Addttionall bmM . DOW Fart yes tional Insured. Any person or organization with wnorn you Cov"s under this provision Includes agreed. because of a written contract or the following: agreement to provide insurance, but only (11 When an sngkow, arrattk4at ar with respect to 'bodily }injury' of 'Propem surveyor becomes an insured under damage' arising out of 'your products' which provision 2.f., the following additional are distributed or sold in the regular course exclusion applies: of the vendor's business, subject to the 'Bodily injury,' 'property damage,' following additional exclusions: 'personal injury,' or 'advertising injury' (1) The insurance afforded the vendor does arising out of the rendering of or the not apply to: failure to . render any professional (i) 'Bodily injury' or *property damage' for services by or for you including: which the vendor is obligated to pay (a) The preparing, approving, or failure damages by reason of the assumption to prepare or approve maps, of liability in a contract or agreement drawings, opinions, reports, surveys, This exclusion does not apply to change orders, designs or liability for damages that the vendor specifications; and would have in the absence of the (b) Supervisory, inspection, or contract or agreement; engineering services. (li) Arty express warranty unauthorized by (2) When a lessor of Ieaaed equipment you; becomes an insured under provision 21, (rut Any physical or chemical change in the following additional exclusions apply: product made intentionally by the (a) To any 'occurrence' which takes vendor, place after the equipment lease (iv) Repackaging, unless unpacked expires; or solely for the purpose of 1FOM SS 00 t1610 96 Printad in U.S.A. (NS) Page 9 of lit ATTACHMENT #1 t'J f(� ♦ fjlr — �! C /\c'� o 4!� C---CA-�'�1^1 m t ATTACHMENT #3 �e�Nz - acA ITY OF HUNTINGTON BEAR EP MEETING DATE: September 8, 1998 DEPARTMENT ID NUMBER: 98-028 Council/Agency Meeting Held: acl(AD• /D Deeff rred/Continued to: ® Approved. 0 Conditionally, Approved 0 Denied _ ' y Clerk's Signature Council Meeting Da a epFe'mber 8, 1998 Department ID Number: 98-028 CITY OF HUNTINGTON BEACH REQUEST FOR COUNCIL ACTION x 4 7 SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMB S = ^m �— :c SUBMITTED BY: RAY SILVER, City Administratoro?A-1 PREPARED SY: ROBERT J. FRANZ, Deputy City Administra SUBJECT: APPROVE RFP FOR CLASSIFICATION & COMPENSATI N STUD -- Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachments) Statement of Issue: Conduct a limited classification and compensation study. Funding Source: FY 98-99 Budget Recommended Action: It is recommended that the attached Request for Proposal be submitted to consulting firms experienced in conducting municipal classification and compensation studies. Alternative Actions : 1. Perform the classification and compensation study utilizing existing City staff. 2. Do not conduct a classification and compensation study. Analysis: The City Personnel System contains over 300 classifications. There are 284 non - safety classifications for approximately 600 employees or nearly a two to one ratio. In 1992, DMG and Associates conducted an organizational study of the Administrative Services Department. That study addressed some of the classification issues and identified the need for a comprehensive classification study. From 1993 until 1998 there were no negotiated salary increases or salary reviews due to fiscal constraints. As a result, the City is starting to experience recruiting problems for some class ificaitons. RCA CLASSIFICATION & SALARY STUDY RFP .2. 08128/98 6:46 AM r� REQUEST FOR COUNCIL ACTIIIN MEETING DATE: September 8, 1998 DEPARTMENT ID NUMBER: City departments have recommended that a limited classification and compensation review be conducted to assure that the City will remain competitive in the labor market. In addition, the organizational downsizing that has occurred requires that specific classifications be reviewed to properly reflect the current duties and responsibilities of certain positions. It is recommended that this study be limited to 40 classifications involving 105 employees. To assure that these issues are objectively addressed, it is recommended that a "Request for Proposals" be sent to classification and compensation consultants with experience in municipal government. It is expected that this limited classification and compensation review can be accomplished in a six-month period so that any negotiation requirements can be completed before the end of 1999. Environmental Status: None Attachment s : RCA Author: WHOsness RCA CLASSIFICATION & SALARY STUDY RFP -3- 08/28198 6:46 AM Sent By: Johnson & Associates; 916 630 1095; Oct-23-98 4:56PM; Page 1 Y jOFIN 501+d' .. 1SSC,CIAIFS October 23, 1998 Mr. William H. Osness Personnel Director City of Huntington Beach Huntington Beach, CA 92648-3080 Dear Mr. Oeness: 1 We are pleased to &ubmit this copy of our proposal to conduct a limited classification and compensation study for the City of Huntington Beach. I am certain that you will find that 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_ If you have any questions or need additional information, please do not hesitate to call me at (916) 630-1990. We look fnrward to the opportunity to work with you on this important assignment. Sincerely, oto� 60Wkey'�- Doug Johnson Preaidcnt Encls. 4--40 KUC A, L I N 14,11A.I. SI.,', 1, 10. It FWKun. CAL 1 -11, N I % q;f;_% VUX J;j It') h;u-u{qa FAX 1y311i 1,{n ,u:[; U'R•i:•.ip4[V6U�• 5ti��..', +'i E�.�'.f:\7 Sent By: Johnson & Associates; 916 830 1905; Oct-23.98 4:56PM; Page 2 PROPOSAL TO CONDUCT A CLASSIFICATION & COMPENSATION STUDY CITY OF HUNTINGTON BEACH Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 4:57PM; Page 3 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 4:57PM; Page 4 ��IHNS�I[q .+ASSOCTATFS October 23, 1998 Mr. William H. Osness Personnel Director City of Huntington Beach Huntington Beach, CA 92648-3080 Dear Mr. Osness: Thank you for the opportunity to prepare this proposal to conduct a limited classification and compensation study for the City of Huntington Beach. Our proposal provides you with a thorough understanding cif our approach to the study and is based upon: ■ Our Luunatched experience in human resource consulting; Johnson & Associates (formerly a division of Ralph Andersen & Associates) continuer; a 26 year tradition of providing quality consulting services to local government agencies ■ The proven track record of our staff working with public agencies throughout the United States ■ Our ability to design and implement creative and tailored classification and compensation Rystems; we believe in customizing our products and systems to meet specific policy objectives ■ Successful Ntudy engagements involving study committees, management staff, 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. .�aqn iZ,u:l.r_l� �L•JiU. Shirr ,,., fL�;rrrr.r�, l;nuluitni� yyf,;� c„c (Lit6) 6.jo-,9wt, rex (,.)I I-) (-.O WA. N'.IU;I,V.,ol" ,%a,,r.,.,•t_..t:rda Sent By: Johnson 8 Associates; 918 830 1995; Oct-23-98 4:57PM; Page 5 William H. Qsness City of Huntingw)i Beach Page 2 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 results -oriented approach and methodologies produce recommendations that are directly responsive to our clients' needs, and are easily implemented and maintained over time. We are convinced of our unique position to suc:c:easfully meet the City's objectives through the completion of this study and look forward to the opportunity to work with the City on this important project. Sincerely, Doug Johnson President Sent By: Johnson & Associates; 918 830 1995; Oct-23-08 4:57PM; TABLE OF CONTENTS Section I -- Firm (qualifications 1 Identification 3 Experience 5 References 7 Section II — Project Staffing 9 Staff Qualifications 11 Section III - Project Scope 23 Understanding of the Project 25 Study Methodology 27 Work Plan 31 Section IV - Project Schedule 45 Project 9Hmeline 47 Section V — Project Cost 49 Project Cost 51 Appendix A -- Job Analysis Questionnaire 53 Appendix B — Partial misting of Past and Current Clients 55 Appendix C — Sample Classification Products 57 Appendix D — Sample Compensation Products 59 Page 8 Sent By: Johnson & Associates; 918 630 1905; Oct-23-98 4:57PM; Page 7 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 4:57PM; Page 9 SECTION I Firm Qualifications Sent By: Johnson 8 Associates; 916 630 1995; Oct-23-98 4:57PM; Page 9 Sent By: Johnson 8 Associates; 916 630 1995; Oct-23-98 4:58PM; Page 10 IDENTIFICATION Johnson & Associates Contact: Doug Johnson, President 4240 Rocklin Road, Suite 10 Rocklin, California 95677 (916) 630-1990 Sent By: Johnson 8 Associates; 916 630 1995; Oct-23-98 4:58PM; Page 11 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 4:58PM; Page 12 EXPERIENCE Johnson & Aaaociates was formed to provide dedicated human resource consulting services to public sector clients. The staff, clients, services, and methodologies of the firm are the same as those that have been a part of Ralph Anderaen & Associates during its 26 years of business. While Ralph Andersen & Associates continues to provide executive search and management consulting services, the firm's personnel consulting practice is now under- the operation of Johnson & Associates. Johnson & Associates is located just outside of Sacramento, California and serves clients throughout the Western United States. Johnson & Associates is dedicated to providing effective human resource consulting services to a diverse group of public sector clients including cities, counties, utilities, special districts, community colleges, school districts, and other agencies. Our practice focuses on those services that are not easily provided by in-house human resources staff. Key services inelvde: ■ Classification Studies — These projects include job analysis, els&a plan development, position allocation, career ladders, class specifications, FLSA analysis, ADA compliance, and related analysis. 1k Job Evaluation Systems — In addition to having a copyrighted Point Factor Job Evaluation System, the staff of JohnMt & Associates have significant expertise in developing customized job evaluation systems and "hybrid" solutions. it Compensation Studies — The firm provides a full range of compensation services including labor market selection, base and benefit surveys, private -public data comparisons, benchmark selection, and internal relationship analysis. 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, Johnson & Associates can develop tailored performance management systems to fit the unique needs of our clients. Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 4:58PM; Page 13 Experience Pay-for-Performance/Incentive Programs — Johnson & 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 -- Johnson. & Associates also provides a full range of hourly technical assistance including conducting job audits, support for labor relations, and expert testimony. Additional information about the firm's services and background can be found at our web site at www.johnson-associates.com. 6 Sent By: Johnson & Associates; 918 830 1995; Oct-23-98 4:58PM; Page 14 REFERENCES As members of Ralph Andersen & Associates, the staff of Johnson & Aasociatea has provided services directly related to those sought by the City of Huntington Beach. The following references represent just a small sample of similar assignment previuusly conducted by 'the firm. We strongly urge you to check these references and confirm our success on completing projects on time and within budget. We are certain that you will find our record and our reputation is outstanding. A full listing of other projects conducted by members of Johnson & Associates during their tenure with Ralph Andersen & Associates is provided in Appendix B. Multnomah County, OR. Project Scope: Class and positions Contact: Ms, Susan Ayers 1120 SW 5'hStreet, Suite 1430 Portland, OR 97204 (503) 248-5111 Port of Oakland, CA pay study of information technology Project Scope: Ongoing classification and compensation study/desk audits; one study included their information technology positions Contact: Mr. Gil Apodaca, Chief Administrative Officer 530 Water Street, Third Floor Oakland, CA 94604-2064 (510) 272-1100 City of Portland, Oregon Project Scope: Classification and compensation study of information services positions Contact: Ms. Nelda Skidmore, Senior Human R.eaources Analyst 1220 SW 5'h Avenue #1000 Portland, Oregon 97204 (503) 82:3-3516 Sent By: Johnson & Associates; 016 630 1995; Oct-23-98 4:58PM; Page 15 References City of Albuquerque Project Scope: Comprehensive job evaluation and enrnpengation etudy Contact: Me. Pat Hauser, Class/Comp Manager 400 Marquett, NW 7th Floor Albuquerque, NM 87102 (505) 568-3710 City of Colorado Springs, CO Project Scope: Comprehensive job evaluation and compensation study Contact: Ms. Ann Crossey, Employee Services Director 30 South Nevada Avenue, Suite 105 Colorado Springs, CO 80903 (719) 385-5117 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 4:59PM; Page 16 SECTION II Project Staffing Sent By: Johnson & Associates; 916 830 1905; Oct-23-98 4:59PM; Page 17 10 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 4:59PM; Page 18 STAFF QUALIFICATIONS Consultants, complemented by consulting firms, define the difference between success and failure in projects of this sort. Johnson & 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. Specific assignments will be given to consulting staff at time of project award. The project staff all have extensive classification and compensation experience. The organization chart below provides the proposed structure for the project team. Brief resumes of all prospective staff consultants are presented on the following pages. CVydYA&ponBerh P MM"WMK Dommm Pfasklm Mialla Fwalmig, swftcambm Tamara Ackler,l I Debbie Qwen,l I Brianna Nam, Consultant j Consultant Consultant 11 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 4:59PM; Page f9 12 Sent By: Johnson & Associates; 916 630 1995 Oct-23-98 4:59PM; page 20 Douglas Johnson President Mr. Johnson is President of Johnson & Associates, a recently formod consulting firm that specializes in human resource management studies. Prior to forming Johnson & Associates, Mr. Johnson served as a Principal Consultant with Ralph Andersen & Associates with responsibility for managing the firm's human resource consulting practice. He has over eleven years of consulting experience with a full range of public agencies throughout the United States including cities, counties, utilities, educational institutions, and special districts. Mr. Johnson's consulting responsibilities include managing and participating in a full range of human resource projects including classification studies, job evaluation system design, pay plan development, market research and analysis, total compensation analysis, performance appraisal, and pay -far -performance related projects. Mr. Johnson has additional expertise in developing automated compensation models and maintenance programs using spreadsheet applications. Examples of Mr. Johnson's past consulting experiences and current projects include: • Management of large and medium sized classification and job evaluation studies for information technology positions including Multnomah County and the City of Portland, Oregon • Management of classification studies for the cities of Albuquerque, New Mexico; Colorado Springs, Colorado; Reno, Nevada; and Grand Forks, North Dakota. ■ Management of studies for several utilities and special districts including Santa Clara Valley Water District, Metropolitan Water District, Bay Area Rapist Transit District, and Port of Oakland. Management of studies for large educational institutions including Palomar College, Southwestern College, Orange County Office of Education, and Pleasant Valley Unified School District. 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 and personnel devalopment. He is an associate member of the American Compensation Association (ACA). 13 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 4:59PM; Page 21 14 Sent By: Johnson & Associates; 916 630 1006; Oct-23-98 S:OOPM; Page 22 Sheila Forsberg Senior Consultant Me. Forsberg is a Senior Consultant with Johnson ell Associates and was in her fourth year with Ralph Andersen & Associates when Johnson dl Associatea was formed. She serves as a project manager for both large and small projects and has respoasibility for most of the ftrxn's classification products. Her expertise includes the development of tailored classification and compensation plans, comprehensive job audits, development of salary recommendations, and related analyses. In addition, she is one of the firm's experts in the development of performanm management systems and personnel manuals. For this engagement, Ms. Forsberg will either serve as project manager or lead consultant. Relevant experience includes participation in the following projects: • Project manager for several classification and compensation studies including the City of Rocklin, City of Belmont, City of Reno, San Joaquin Delta Community College, Palomar Community College + Lead conaultaut for job audits being conducted for the Metropolitan. Water District of Southern California and Port of Oakland + Lead consultant on the classification plans being developed for the Santa Clara Valley Water District and the Satz Francisco Bay Area Rapid Transit District Staff consultant for a job evaluation and compensation analysis for Colorado Springs, Colorado and Albuquerque, New Mexico * Lead consultant for personnel analyses undertaken for ABC Unified School District, Center Unified School District, Sacramento County Ofiicc of Education and Saddleback Community College District, California ■ Staff conauiltant for classification and compensation studios conducted for Multnomah County and the City of Portland, Oregon. Prior to joining Ralph Andersen & Associates, Me. Forsberg held administrative and management positions in the private sector including Human Resources Director for a major health service provider in the Sacramento area. Her experience encompassed Lire broad area of human resources management and focused on the areas of compenaation and clamilication. Ms. Forsberg holds a'Bachelor of Science degree in Business Administration from California State University, Sacramento. Her course work emphasized human resource management. 15 Sent By: JohnSGn & Associates; 916 630 1995; Oct-23-98 5:00PM; Page 23 16 Sent By: Johnson & Associates• , Oct-23-98 5:OOPM; . , 9i 6 83p 1995 Page 24 Debbie Owen Consultant Ms. Owen is a Consultant with Johnson dt Associaiea and is in her third year providing consulting assistance to public agencies. Ms. Owen oversees the firm's compensation survey activities including public and private sector surveys. Her expertise includes labor market selection, preparation of survey instruments, data collection and analysis, and survey reporting. In addition, Ms. Owen perform$ a full range of classification services including conducting interviewR, developing classification recommendations, and preparing class specifications. For this project, Ms. Owon will oversee the collection and analysis of salary and benefits data. Relevant past projects include: ■ Classification and compensation analyses for the cities of Colorado Springs, Colorado and Albuquerque, New Mexico ■ Collection and analysis of total compensation data for studies in Multnomah County and the City of Portland, Oregon; and the City of Banning, California Staff consultant for compensation studies for the Santa Clara Transit District, and Santa Clara Valley Water District, California; Emerald People's Utility District, Oregon and Clallam County Public Utility District, Washington. Classification interviews and analysis for the cities of Albu- querque, New Mexico; Arroyo Grande, Seal Reach, Rialto, and Morgan Hill, California. ■ Classification interviews and analysis for studies for the Bay Area Rapid Transit District and the Santa Clara Valley Water District, California. Prior to joining Ralph Andersen & Associates, Me. Owen worked in the areas of administrative management and Human Resources in the private sector. Her oxperience in Human Resources focused on the areas of compensation and benefits. Me. Owen obtained her CCP from, and is a member of, the American Compensation Association (ACA). 17 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:OOPM; Page 25 18 Sent By: Johnson & Associates; 918 630 1995; Oct-23-96 S:OOPM; Page 26 Tamara Ackler Consultant Me. Ackler is a Consultant with Johnson & Associates and is in her third year providing consulting assistance to public agencies. Ms. Ackler participates in the full range of human resources consulting services provided by the firm. Her expertise includes conducting employes interviews, allocating positions to appropriate classes, preparing class specifications and resolving classification issues. She likewise participateA in the collection and analysis of labor market salary and benefit data. For this project, Ms. Ackler will provide assistance in updating the City's class specifications. Relevant experience includes the following: ■ Staff consultant on classification and compensation studies for the San Francisco Bay Area Rapid Transit District and the Santa Clara Malley Water District ■ Staff consultant with responsibility for conducting employee interviews and preparing comprehensive C18SR specifications for the cities of Reno, Nevada and Belmont, California ■ StE f consultant with responsibility for preparing comprehensive class specifications and resolving classification issues for a personnel management study for the City of Albuquerque, New Mexico ■ Staff consultant with responsibility for coordinating and preparing comprehensive class specifications for classification studies conducted for the Metropolitan Water District of Southern California and San Joaquin Delta Community College District, California ■ Cl4asificration analysis support for multiple human resource management studies including the cities of Colorado Springs and Grand Junction, Colorado; Arroyo Grande, Seal Beacb, Pacific Grove and Oceanside, California. Prior to joining Johnson & Associates, Ms. Ackler was a consultant with Ralph Andersen & Associates. Ms. Ackler holds a Bachelor of Scionce degree in Business Administration from California State University, Sacramento. Her course work emphasized Human Resource Management, 19 Sent By: Johnson 8 Associates; 916 630 1995; Oct-23-98 5:O1PM; Page 27 20 Sent By: Johnson & Associates; Ole 630 1995; Oct-23-98 5:01PM; Page 28 Brianna Ham Consultant Me. Ham is a Consultant with Johnson & Associates and is in her tenth year providing consulting assistance to public agencies. Ms. Ham serves as a staff consultant on the full range of human resources projects. Her expertise includes participation in the development of tailored classification and compensation plans for large and small projects. Ms. Ham's expertise includes development of classification recommendations and class specifications, collection and analysis of labor market salary and benefit data, and development of salary recommendations. For this engagement, Ms. Ham will participate in the development of classification recommendations and the collection and analysis of labor market survey data. Relevant experience includes participation in the following projects: ■ Staff oonsultant on studies for the San Francisco Bay Area Rapid Transit District, Reno Transportation Commission, Santa Clara Valley Water District, and Nevada Irrigation District primarily responsible for researching and analyzing compensation data. • Staff consultant with responsibility for preparing comprehensive class specifications, resolving classification issues, and conducting comprehensive labor market salary surveys for personnel management studies currently being conducted for the cities of Grand Junction and Colorado Springs, Coloradn ■ Staff consultant with ivaponsibility for preparing comprehensive classification and salary recommendations for the Port of Oakland. ■ Staff consultant providing classification and compensation analysis support for multiple human resource management studies including the San Joaquin County, Moulton Niguel Water District, Incline Village General Improvement District, Orange County Department of Education, and City of Santa Rosa Utilities Department. Prior to joining Johnson & Associates, Ms. Ham waa a consultant with Ralph Anderaen & Associates and other consulting firms providing human resources consulting services to public sector agencies. Ms. Uarn holds a Bachelor of Science degree in Speech Communication from Northern Arizona University and completed her graduate level coursework at the University of California, Davis. Her course work emphasized businesa adminiatration, human resource management and organizational communication. 21 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:01PM; Page 29 22 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:O1PM; Page 30 SECTION III Project Scope 23 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:01PM; Page 31 24 Sent By: .Johnson $ Associates; 916 830 1995; Oct-23-98 5:01PM; Page 32 UNDERSTANDING OF THE PROJECT This section of the proposal summarizes our general understanding of the study and provides an overview of our approach and qualifications which we believe uniquely qualify us to undertake this assignment on behalf of the City of Huntington Beach. Study Background and Objectives The City of Huntington Beach is requesting proposals from qualified consult- ing firms to conduct a limited classification and total compensation study involving 105 poRitions allocated to 42 classifications. The City is also requesting proposals to conduct a separate total compensation study for 54 management and 20 non -represented classifications. To ensure that the City's classification plan is technically sound, up-to-date and consistent with City policy objectives, the following key study components and anticipated end -products are included in the work plan developed by Johnson & Associates. Classification Components • Prepare and distribute n job analysis questionnaire to all employees included in the study ■ Review classification structures, remove obsolete classifications and, where possible, reduce the number of classifications and levels ■ Establish appropriate job classifications, classification series and career ladders ■ Allocate all study positions to appropriate classifications ■ Prepare new or updated class specifications for each class; include minimum skills required and AAA compliance elements ■ Undertake a full employee review process 25 Sent By: Johnson & Associates; 918 830 1995; Oct-23-98 5:02PM; Page 33 Uaderetu►tding of the Project Ensure the resulting aystema are in compliance with the Fair Labor Standards Act, Equal Pay Act, Civil Rights Act, the Americana with Disabilities Act and the City's Personnel Rules. Compensation Components • Define an appropriate labor market for compensation review purposes ■ Conduct a total compensation survey, including benefits, of Comparable cities Conduct an internal relationships analysis of all City classes to assess appropriate salary relationships Develop alternative salary plan structureR and a pay for performance program a Develop implementation strategy options and compute implementation costs * Prepare and present salary administration guidelines and maintenance procedures. Johnson & 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 City of study ond-products which are uniquely fitted to the City of Huntington Beach. 26 Sent By: Johnson & Associates; 918 830 1995; Oct-23-98 5:02PM; Page 34 STUDY METHODOLOGIES Johnson &c Asscxnates will apply several technical and administrative methodologies in creating the City's new classification and compensation :systems. An overview of all key methodologies are described below. Background Data Analysis The consultant team will identify a wir}p range of data that will be collected as a part of the study. To speed the collection of data, the consultant team will provide the City with a complete list of background needs upon initia- tion of the project. Materials collected and reviewed during this initial stage of the project will at a minimum include: • Organization charts ■ Existing class specifications • Budgets • Current pay plan, benefits data, and related salary schedules • Relevant administrative rules and procedures. These materials provide a visual image of the City's personnel system and a clearer understanding of current applicable policies and procedures. Job Analysis Questionnaires Project consultants will distribu4e a detailed job analysis questionnaire to all City employees involved in the project. The questionnaire provides an opportunity for employees to fully describe the duties and responsibilities of their position, and document any changes in their responsibilities that have occurred since the last full analysis. In addition, the questionnaire is 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. Specific information regarding the ADA are also addressed. The questionnaires will be reviewed by management staff to ensure completeness and accuracy, and once completed, will be forwarded to the consultants for examination prior to the conduct of the job analysisi inter 27 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:02PM; Page 35 Study Methodologies views. The questionnaire will be distributed and explained in detail at the initiation of the project. Appendix A includes a copy of uur core Job Analysis Questionnaire. All questionnaires used by Johnson & Aesociaies, however, can be tailored to each specific client and study - Management Conferences and Briefing Sessions In maintaining open communication throughout the study process, the consultant team will conduct briefing sessions with all employees included in the study, and management conferences with appropriate management staff. The management conferences and briefing sessions will be used to review and clarify study goals and objectives, to provide the consultants with an overview of their individual operations and identify any specific classification and compensation related concerns, and to encourage education and communication throughout the study process. Job Analysis Interviews As a supplement to the questionnaires, project consultants will conduct interviews with all employees in single incumbent classifications, all employees requesting an interview and at least 50% of employees in multiple classifications within the same department. Based on this sampling technique, it is anticipated that interviews will be conducted with approximately 70 percent of available employees in order to gain a full understanding of the City's organizational structure, reporting relation- ships, and responsibilities assigned to the different classifications. The interview information, in combination with the questionnaires, provides the data necessary to complete the classification analysis and prepare the resulting class specifications. Compensation Policy Workshop/Policy Development This methodology relates to the identification And documentation of the City's compensation philowphiea, policies and procedures. The consulting team will conduct a compensation policy workshop session with key City staff in order to identify and confirm specific policies, both implicit and explicit, and will 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 chonae& to compete, and the relative importance placed on internal equity vs. market forces in the development of the salary plan. 28 Sent By: Johnson & Associates; 016 630 1095; Oct-23-98 5:03PM; Page 36 Study Method o1ogiea Compensation Data Collection and Analysis The methodology utilized in collecting and analyzing compensation data in- volves an extensive process to ensure accuracy, reliability and complete- ness. Johnson & 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 in-depth 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 that is distributed to all survey agencies, the collection of salary and benefit data through written materials and telephone calls including minimum and maximum hourly/monthly steps and related workweek requirements, and the analysis of the data at the survey market mean, median and requested percentileL4. Sample compensation products are in Appendix D. Salary Plan Design In the salary plan design, the consultants will utilize the results of the available market data and analysis of internal relationships. With this, pro- ject consultants will develop pay range recommendations for each job class in- cluded within the scope of the study. The salary plan developed by Johnson & Associates will be tailored to the needs and values of the City, and will mirror the City's compensation philosophy and practices. Each of these methodologies has been carefully integrated into the study work plan, and are reflective of Johnson & Associates' approach to consulting. 29 Sent By: Johnson & Associates; SiB 630 1995; Oct-23-98 5:03PM; Page 37 30 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:03PM; Page 38 WORK PIAN To fully and accurately meet the objectives of the City, we have carefully developed a work plan which will serve to guide the consultants and project staff in accomplishing the objectives of the fa s&ignment. For review, the work plan is divided into four phases with each consisting of several task& and subtasks. The task descriptions convey specifically what will be done, how it will be done, and why it will be done. Phases I - &Udy Initiation TASK 1— PREPARE FOR INITIAL MEETLNGS Immediately upon notification of contract award, 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, employee listings, salary schedules, and related information ■ Tailoring of the job analysis questionnaire (JAQ) ■ Identification of scheduling parameters for initial meetings and briefings. This initial step in the study process will be used to identity significant classification or compensation concerns that should be clarified during the initial meeting or addressed during the course of the study. TASK 2 — CONDUCT PROJECT INITIATION MEETING It is important for the success of the study to ensure that the consultants and City staff hove a common understanding of the study process, timing, and anticipated end -products. The kick-off meeting will be conducted with the designated City Project Manager and other key management staff. 31 Sent By: Johnson & Associates; 918 830 1995; Oct-23-98 5:03PM; Page 39 Work Plan TASK S -- CONDUCT EMPLOYEE BRIEFINGS Concurrently with the initial project meetings, the consultants will Conduct briefings with all available employees included within the scope of the analysis. The briefing sessions will be used to clarify project goals and objectives, study approach and timing, and individual roles and responsibilities throughout the course of the study. Recognizing the importance of open communication and education, it is imperative that this group be integrally familiar with the study process, timing and their respective roles and responsibilities. The job analysis questionnaire will also be distributed and discussed during these briefings. The JAQ will be tailored to meet the specific needs of the City. The JAQ is designed to document the duties "d responsibilities, and knowledge, skills and abilities of each position. The City will assume responsibility for copying the JAQ9. pikes H -- Clasafteaflort The following work plan applies to the classification analysis of the 106 positions allocated to 40 classification as indicated in the request for proposal. TASK 1-- CONDUCT MANAGEMENT CONFERENCES Supporting all components of the study, it is important that the consul- tants have the opportunity to meet with department heads and other management staff early -in the study process. The purpose of these conference meetings is to identify specific classification and compensa- tion concerns, and further clarify classification and compensation goals and objectives. By identifying all such concerns and issues initially, the consultant team will be positioned to ensure that all dFita collection efforts and analysis will be focused to address identified and perceived issues and concerns. TASK 2 -- EWLOYERs COMPLETE QUMTIONNAIM 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 that they wish. The completed questionnaires are reviewed by supervisory and managerial staff, with spKee provided for their com- 32 Sent By: Johnson & Associatea; 916 630 1005; Oct-23-96 5:04PM; Page 40 Work Plan by supervisory and managerial staff, with space provided for their com- ments. Department heads will have responsibility for completing the JAQ for any vacant positions. TASK 8 - PREPARE FOR :FOB ANALYSIS INTERVIEWS Prior to conducting interviews, the consultants will thoroughly review the questionnaires assigned. The consultants will evaluate classification series, class titles, job fammiliea, reporting relationships and internal relationships. Based on this preliminary analysis, the project seam will identify areas of concern that will be clarified or probed during the job analysis interviews. In preparing for the job analysis interviews, the following activities need to occur: ■ Assignment of departments and/or job families to classification teem consultants ■ identification of scheduling parameters for the interviews ■ Preparation of the interview schedule 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. TASK 4 - CONDUCT JOB ANALYSIS INTERVIEWS The job anslysip interviews are integral to developing the classification system. The interviews: ■ Maximize employee participation ■ Provide the project consulting team with a thorough under- standing of essential and supporting responsibilities assigned to all classifications ■ Provide an understanding of the City's organizational structure and reporting relationships • Clarify employee/supervisory differences of opinion regarding work responsibilities. 33 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:04PM; Page Work Plan Job analysis interviews will be conducted with approximately 70 percent of available employees. This includes all employees requesting an interview, all single incumbent classes and at least 50% of employees in multiple classificationb within the same department. All employees in the study will have the opportunity to request an interview. TASI{ 5 — PREPARE DRAFT CLASSIFICATION CONCEPTS With the completion of the employee interviews, draft classification concepts will be created. The classification concepts provide the foundation for the classification system. Key components of the classifi- cation concepts include: ■ Clear and concise definitions of technical terms used in the development and maintenance of the classification plan ■ A definitive description of the fundamental classification and titling concepts used to develop the plan ■ The titles of all classes recommended in the classification plan including classification aeries and career ladders a Employee allocations. In preparing the draft classification concepts, each position is analyzed according to the criteria set forth at initial review meetings. Such criteria typically will include factors relating to job knowledge, experi- ence, training, decision making, management control, working condi- tions and outside contacts. Like positions are grouped into tentative classes forming the basis for initial class definition. TASK 6 — REVIEW DRAFT CLASSIFICATION CONCEPTS The classification concepts will be reviewed, in draft form, with the key management staff prior to preparing classification specifications. Because the concepts provide the foundation for the resulting classifica- tion plan, management conference interviews will be conducted individually with each department to review the recommendations in their respective areas of responsibility. During the management conferences, essential job duties of the various classes will be verified to ensure consistency with the requirements of the Americans with Disabilities Act. The results of these discussione 34 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:04PM; Page 42151 Work Plan will be used U) prepare the documentation of essential job duties. TASK 7 — PREPARE CLASS SPECIFICATIONS Once the classification concepts have been finalized, the project consultants will begin drafting the class specifications. A specific format for the class specifications will be developed and reviewed with the City in advance. The City's current job description format will be maintained if appropriate. It is anticipated, however, that at a mini- mum each specification will contain: • A dew.riptive class title • A concise definition related to the major purposes and functions of the work assigned to positions within the class • An overview, where applicable, of characteristics which diatin- guish the level of work assigned to the class in comparison to other classes in the game classification series Qualification guidelines which reflect the minimum knowledge, skills and abilities, experience and training required to satisfactorily perform the duties assigned • Appropriate licensure or certification requirements of the classification. The class specifications will be , drafted and assembled in a Classification Manual. The classification concepts, which serve as the foundation of the plan, is presented as introductory materials within the manual. Samples of class specifications can be found in Appendix C. TASK 8 — UNDERTAKE MANAGEMENT/EMPLOYEE REVIEW PROCESS As an important component of the overall classification study, the pro- ject consultant team wiif provide additional opportunities for employee participation and input through the conduct of an employee review pro- cess. These steps will (1) build and facilitate the City's understanding of the newly developed classification plan, (2) enhance employee commit- mont 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 positions in order to make appropriate and equitable final classification recommendations. The 35 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:05PM; Page 43/51 Work Plan Task 8.1— 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 hielher 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 com- ments will then be forwarded to management for review, com- ment and screening. TASK 8.2 — Review written comments received from employees - All written comments or suggestions from employees regarding the recommended class plan will be thor- oughly reviewed and analyzed by the project consultants. Based upon written responses received, the consultant team will incor- porate suggested revisions into the final classification. plan, as appropriate. TASK 8.3 — Conduct follow-up telephone interviews as appropriate - Based upon the analyAis 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 as appropriate. This step will further clarify and refine any remaining problem areas. On -site review sessions have not boon considered in the development of the proposed project budget. If the City wisher, to conduct on -site review sessions, they will be billed at the firm's hourly rate. (See Section V — Project Cost). TASK 9 — MEET WITH THE PERSONNEL COMMISSION AND CITY COUNCIL With the completion of the employee review process, the consultants will meet with the Personnel Commission and City Council to review the proposed changes to the glass plan and their impact on the City. The results of these meetings will constitute the finalization of the classification plan. 36 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:05PM; Page 44151 Work Plan. TA,Sk 10 - FINALIZE THE CLASSIFICATION PLAN Supporting the finalization of the classification plan, each employee whc, 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 employees concern, specify the steps takt,n to resolve the concern, and indicate to the employee the sub- stance of the consultant's final recommendation. The consultants will alp+ provide the City with 15 copies of the final classification manual and all class specifications on disk in Microsoft Word format. Pbaw DI - Compmutdon The follwing work plan applies to those classes included in the classification study and all remaining management and non -associated classifications. It is tassumod that this component will be conducted concurrently with the classification component. TASk 1- CONDUCT COMPENSATION WORKSHOP The City's compensation policy directly impacts all study end -products reAulting 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 and other aPPropriate staff in a workshop session to present and discuss modern Public sector compensation practices. The topics to be discussed at the workshop include: Purpose of compensation Developing a modern compensation policy w Public versus private sector trends Compensation structures Performance and pray Internal versus external equity Mix of compensation and benefits Labor market selection Labor market position. Because of the sensitivity related to compensation issues, we believe that this type of workshop session is integral to the overall euecegs of the ritudy. 37 Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 5:05PM; page 45151 Work Flan 'ASK 2 - DEVELOP THE CITY+S COMPENSATION POLICY Building from the compensation policy workshop session, the consultants will work with City staff in developing and documenting the City's compensation policy. The consultants will identify salary survey employers, survey classes, scope of data collection efforts, and labor market position. It is anticipated that the survey will include 12 to 15 survey employers and approximately 20 to 30 benchmark classifications. Along with all of these elements, the draft compensa- tinn policy will include recommendations related to the ultimate reliance of external market data versus internal equity for purposes of setting salaries. 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 3 - COLLECT TOTAL COMPENSATION DATA After the above task is completed, the consultant team will collect and analyze the compensation information. It is important that a specific methodology be agreed upon for the collection and analysis of compensation data. This will ensure that the information is accurate and complete and will provide the City with the guidelines it needs to update the survey in future years. The approach utilized will include: ■ An initial telephone call to each labor market employer included in the study to explain the purpose and scope of the survey and confirm cooperation ■ The preparation and delivery of a compensation survey informa- tion packet to each survey employer. The information packet will include: > A cover letter summarizing the purposo and scope of the sur- vey Y A profile for each benchmark class A A list of the required base salary and total compensation information. The confirmation of all compensation data through telephone calls. This will assure that comparability is established and that all compensation data is factual and complete. 38 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:06PM; Page 46151 Work Plan. This systematic approach to the compensation survey assures that comparability is established and that all compensation data is factual and complete. TASK 4 — COMPILE AND FORMAT DATA The total compensation information, once collected and thoroughly reviewed for completeness and accuracy, wall be appropriately format- tpd and the results tabulated in a consistent and uniform manner by the project consultants. 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 mar- ket data also calculated. Sample compensation products are in Appendix D. TASK b — AUDIT AND FINALIZE TOTAL 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 the City's compensation plan to the pay practices of the labor market. TASK 6 — CONDUCT INTERNAL RELATIONSHIP ANALYSIS Using the results of the labor market survey, 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 basod on the above. 39 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:O8PMi Page 47151 Work PIan In developing consistent internal relationship guidelines, the results of the labor market survey will be used to determine an equitable pay structure. TASK 7 - DEVELOP aALARY RECOMMENDATIONS Based upon the results of the internal relationships analysis and the labor market survey, the project consultants will develop salary recom- mendations 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 Mary 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 com- paction does not result. TASK S - DEVELOP ALTERNATIVE SALARY PLAN STRUCTURES AND PAY - FOR -PERFORMANCE GUIDELINES To support the City's administration of the new compensation plan and to recognize organizational values, the consultants will develop a comprehensive pay -for -performance program including the following components: ■ Performance appraisal forms or recommendations for computer automated appraisal systems ■ A performance based salary range structure including identification of available alternatives ■ Guidelines for administering the pay -for -performance program. The project consultants will clearly identify the advantages and disadvantages of each program alternative, and make recommenda- tions on which system would most effectively meet the needs of the City. A sampling of the type of pay plant structures that will be reviewed and analyzed is graphically presented below. For each alternative presented, the following will be identified: Parameters of the plan including percent spreads between ranges and within ranges, and number of steps as appropriate 40 Sent By: Johnson & Associates; 918 830 1995; Oct-23-98 5:08PM; Page 48/51 Work Plan ■ Methods of progressing through the range ■ Procedures for setting salaries of employees upon promotion, reclassification and demotion. Included in each option presented will be alternatives for linking pay to performance. TASK 9 — I]FVELOP IMPLEMENTATION STRATEGY OPTIONS AND COMPUTE IMPLEMENTATION COSTS Recognizing that public agencies rarely have unlimited 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 Implementation phasing, if necessary, 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 cast Patimates will reflect City-wide impacts, as well as impacts on individual employocs. 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 10 — PREPARE AND REVIEW DRAFT COMPENSATION REPORT The Draft Compensation Report documents all compensation study recommendations and the supporting information used for developing the recommendations. Specifically, the Draft Report will include the following: ■ The City's documented compensation policy including survey agencies and benchmark classifications ■ Results of the labor market total compensation survey • Documentation of selected benchmark classifications and the related job families 41 Sent By: Johnson & AssoQiates; 918 630 1995; Oct-23-98 5:08PM; Page 49/51 Work Platt ■ Recommended salary plan structure for all classes included within the scope of the analysis Salary recommendations for each classification including documentation of the basis for the recommendation (i.e., labor market, internal relationships, etc.) Appendices containing detailed labor market daia, recommend- ed salary schedules and supporting documentation. The project consultants will conduct an in-depth review of the Draft Compensation Report with the City. Any needed corrections, clarifica- tion$, or modifications will be discuAsed at this time. TAs$11— PREPARE AND SUBMIT FINAL COMPENSATION REPORT The Final Report will incorporate any appropriate revisions identified and submitted during the review of the draft report. The Final Com- pcneation Report will serve as the administrative and procedural manual for updating and maintaining the compensation plan. The City will receive 15 copies of the final compensation report. It is not recommended that a review process with employees and management staff be conducted for the compensation component of the study. The review of the draft compensation report will provide the City the opportunity to comment an tho compensation analysis. Phase IV - 1mk=utat► wdAdmin canon TASIC 1 — PREPARE AND SUBMIT AUTOMATED SYSTEMS TO SUPPORT ONGOING MMNTENANCE AND ADMINISTRATION Study success to us means that the study recommendations are implemented and able to be administered and maintained by in-house staf. To facilitate ongoing maintenance and administration, a customized spreadsheet application will be prepared and submitted to the City. Importantly, every system is designed and tailored to the specific needs of our clients. This approach ensures that we are not in the position to force your needs into pre-existing computerized programs that may or may not meet your individual needs. 42 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:07PM; Page 50151 Work Plait TASK 2 — SUBMIT ADMINISTRATIVE GUIDELINES Each final study product developed throughout the course of this study is designed to serve as the systems and procedures manual for the applicable system. These include the classification manual and final compensation study report. Each document provides information on how the system was developed, how the system is to be applied in the future to ensure consistency, and how to update, as appropriate, each system and plan. TASK 8 - CONDUCT EMPLOYEE DEBRIEFINGS Concurrent with the final presentation of study end -products, the consultants will conduct a series of debriefing sessions with City employees. The focus of these sessions will be on the resulting study recommendations, how the recommendations impact employees, and the rationale behind the changes. Question and answer periods will be integral to each debriefing session. TASK 4 - FINAL. TRAININGlONGOING TECHNICAL ASSISTANCE A training session will be conducted with appropriate City staff to review implementation, administration and maintenance guidelines. In addition, the consultants will provide "helpful" tips on transitions to the new systems. Although we are confident that the training, in combination with our system manuals, will ensure City staffs ability to handle any personnel management system questions and issues that may arise in the future, Johnson & Associates is available to respond to any technical questions via fax ' or phone, free of charge, for six months following study implementation. Additional documentation of any recommendations developed by the consultant team will also be provided as needed. Any need for additional analysis, field visits or formal presentations beyond those noted in the work plan, would be billed on an actual cost basis consistent with our standard billing rates. The provision of administrative support in the meet and confer process for the implementation phase of the study is an extra project task and has not been considered in the development of the proposed project budget. If the City requests the consultants to provide such support, it will be billed at the firm's hourly rate. (See Section V - Project Cost). 43 Sent By: Johnson 8 Associates; 918 630 1995; Oct-23-98 5:07PM; Page 51151 Work Pla u Summary The work plan dowzibed above includes individual tasks that have been specifically designed for the classification and compensation analysis. The basic approach, however, is one that has been successfully used by Johnson & Associates during our tenure with Ralph Andersen & Associates. Johnson. & Associates is confident that the project work plan described in this Section meets and exceeds the study criteria presented in the Cit.Vs Raquest for Proposal. The overall emphasis of our study approach is to ensure the development and design of a personnel management system tailored to the specific needs and requirements of the City. 44 Sent By: Johnson & Associates; 916 630 1995; {act-23-99 5:07PM; Page 1 SECTION IV Project Schedule 45 Sent By: Johnson & Associates; 918 830 1905; Oct-23-98 5:08PM; Page 2 46 Sent By: Johnson & Associates; We 630 1995; Oct-23-98 5:O8PM; Page 3 PROJECT TIMELINE 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, our project schedule assumes a start date of November 2, 1998 and that all study activities will be completed within 24 weeks. The proposed timeline has been developed based on conducting both the classification and compensation analyses concurrently. If the City wishes to separate the components of the project, revised timelines for the requests tasks will be prepared. 47 Sent By: Johnson $ Associates; 916 630 1095; Oct-23-98 5:08PM; Page 4 Project Timeline City of Huntington Reach weeks 1 2 S i 6 E 7 6 7 40 +1 1212 14 1516 17 IB 1Y 20 V 4Z Zr � PF111SE "lIJOY INITIATION Task 14repme for hidal rrlaeMp Ta k 2—OD d a prgM h blon mee&w ' Task 3 C&Wud employee brie{ W P11Ae I4-CI.AsalrrCAUM 1 ff Task l�griductrs>anggslrlernoortkrergeg Task M ryioym Oomgjmdomxlf1lea Tads U'r"m forpb m*lob hlBlyWm Tesft4�Grlriu�t � a11>tye�F idalvig�� Task 6f'r�l7ere dratCJ�Ag11�110r1 porloepl� TaaII drsR oaloeprta Tae�7#daass�e�a�s Task S�Arq�u91eNIdYV prmeaa Task ixAAAaWPera Coma a OlyC akn Task 16Fi>raWrr►pW PFAU W-COMPVWTION Talk 1ZOr"OOrrlpertsdMwiW4hDp ll T&*2D&mbpaorrpe►mAmpoky f Ta* 3C3W bfal oam>ponsW I dAD Task 4 0[1TW aid tmrX daW Ta9k&AurkandfilaimcarpW= nrdEM Tack 60WA& hlemd MWO MI* 9rrl 55 Talc 7�I,plpp eabry reoorrrlserrda6on9 � 1 Task M%eiw ObTAOA aehry 0" + TaskW)%ebpi VWrdrOW Ta*1DPmpw*tvwlGwdrAcMV meet Ta*114kqxwvLtft*lalcarp report P14►se N4mPLI;MwTATIDW ADMOUSTganON TO* 1 brT11[aJk nMO VA rm Task 2aAb Tldednin *aM arid*m Tw*3 OrldlsaenpbymdetAl&W id6k 4� trsirlirlplprl�lrg aell�rlOa 48 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:06PM; Page 5 SECTION V Project Cost 49 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:08PM; Page 8 SU Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:O8PM; PROJECT COST Ag requested in the request for proposal, the project cost has been bruken clown into three components: ■ classification $19,796 • compensation $21,980 • total fixed fees $40,776 The cost of professional services and expense reimbursement is based upon the project as described in the Request for Proposal and the work plan prepared in respon$e. The costa outlined for conducting both components of the study assLune a total of seven separate field trips to the City to accomplish the following: Trip #1; Project Initiation Meeting Briefings Trip #2: Employee Interviews Management Conferences Trip #3: Draft Classification Concepts Review Compensation Workshop Trip #4: Employee Review Process Status Review Draft Compensation Report Trip #5: Meet with Personnel Commission and City Council Trip #6: Debriefings Trip #7: Final Report/Formal Pre sentation&7raining 51 Page 7 Sant By: .Johnson $ Associates; 916 630 1995; Oct-23-98 5:09PM; Page 8 Project Cast The proposed project budget does nut include a cost for the following: ■ on -site interviews following the employee review process; these are not generally more beneficial than conducting telephone interviews and the lattP.r is more cost effective employee review proceed for the compensation component; we do not advise the City to undertake this process. Implementation of compensation recommendations is appropriately a meet and confer issue ■ administrative support for the meet and confer process; we would be pleased to provide this support but recommend it be billed on an hourly basis since it is difficult to anticipate the time that will be necessary. Johnson & Associates would be pleased to provide these and any other serviced beyond those identified in the work plan at the firm's standard hourly billing rate of $96.00 per hour. If the scope of the analysis creates budget problems for the City, or if additional analysis is deaired, we are willing to review the work plan and adjust it and the cost so that it is mutually satisfactory. 52 Sent By: Johnson 8 Associates; 916 630 1995; Oct-23-98 5:09PM; Page 9 APPENDICKA Job Analysis Questionnaire 53 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:09PM; Page 10 54 Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 5:09PM; Page 11 )OHNSO ciiz SSOCZATES JOB ANALYSIS QUESTIONNAIRE I — IDENTIFYING INFORikIATrON A. Name (Last) (First) (Middle initial) B. Current Classifcatian Title C. Dq)UrtuCut Division D, 'total Length of Time with Organization (ysm) E. Length of Time in Current Position (yea") F. Assigned flouralWeek • from . _ _ to G. Assigned Days/Week H. Work Adthcss and Telephone Number 1, Name of lmnwdlate Supervisor J. Classification Title of Immediate Supervisor U — PURPOSE OF YOUR POSMON (months) (months) 1ki ribing your job as you would to someone not familiar with your work, briefly summarize the overall purpoae(s) of your pnsitiorn, as you mrkdefstand it, and the key result that the job is expected to achieve. 01998 Johnson A Assoclates All Ri hk Rsmrwd 1 Sent By: Johnson g Associates; 916 630 1995; Oct-23-98 5:09PM; Page 12 III - IMPORTANT AND ESSENTIAL DUTIES In this section, please identify up to five or six major components of your job. For each major c"onent, then list the important duties you perform. A duty is an activity performed to achieve the purpose or objectives of the jab. A duty is a significant part of a functional area and consists of the performance of one or more task&. Start each duty statement with an action word, such as type, cleats, collect, supervise, prepare, or similar verbs. After you have listed the duties, rate each duty statement for relative frequency using the scales provided and estimate the percentage of time spent on each major component of your job annually. Culunm 1: Column 2: Time Spent! Please estimate percentage of time you spend on this duty on an SIIIAIIIIi basis. Assume performance of all duties equals 100 percent. Column 3: E (Essential): Duty is critically important to achieving the job's overall purpose. S (Seeondary): Duty is performed infrequently, or it could be assigned to another job, or it could be eliminated altogether without affecting this job's overall purpose. IMPORTANT AND IS+SSE.MAL DUTIES 1. 2. 3. 4. 5. 6. 7. 9. lU. dW 998 Johnson dl Associates All Rights Reserped 2 Sent 8y: Johnson & Associates; 91e e30 1995; Oct-23-98 5:09PM; Page 13 IMPORTANT AND ESSENTIAL DUTIES 11, 1z. 13. 14. ts, 16. 17, l 8, 19. 20. 21. 22. Attach additional pages as necessary. IV - DUTIES ADDED TO YOUR JOS IN THE LAST YEAR Identify each duty in Section III which has been added to your job in the last year. Plea= list below the numbWs) which corresponds to each of those duty statements (e,g., Q, 46) d "S Johnson A Am"iules AR Rights Reserved Sent By: Johnson & Associates; 916 630 1995; Oct-23-99 5:10PM; Page M V - ,SOB RELATED QUALIFICATIONS dOH RELAILU QUALIFICATIONS: Please list the knovrlcdgc, skills and abilities that are: 1. 'ftefilan for successful performance. 2. CjM et beleanzed in a brief training or orientation session (L week or les9). 3. RQulred by tbg j - not ones you may have acquired on the job- DEEMLCLNS KNOWLEDGE is a body of information that applies directly to the performancc 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). ABII,ITV 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 which are essential for the position being described. The knowledge, skills and abilities listed under this section should be linked with the essential duty statements. 01998 Johown A Assodalss AU Rights Reserved Sent By: Johnson & Associates; ale 630 1995; Oct-23-98 5:10PM; Page 15 ESSENTIAL KNOWLEDGE, MILS AND ABILITIES STATEMENTS AI -...JAI I� 1t l s' II. Olive fd tbr+4�l h t n °�Y1 9. 10. I1. 12. 13. 14. l S. 1 G. 17. VI — COMPUTER SKILLS What computer skills are required to perform your job? Remember this is not nece&sarily the level of skills you possess, but the level required In the normal performance of your fob. Check one box. Computer stalls are not required on a regular basis. Work requires computer skills for basic data entry and retrieval. This includes, Cot example, checkLng electronic mail or enteringlviewing listing information in a database. j] Work requires using computer skills at an intetmtediatc level. This includes, for example, generating word processing letters/reports, creating simple graphics, preparing basic spreadsheet reports, creating simple macros, mounting tapes and/or operating printers and other peripheral device&. f] Work requires advanced computer skills. This includes, for example, writing complex word processing and spreadsheet macros, programuldng in au application language, creating complex graphics/prmcntations, training users on complex systems, developing complex user dtu w nlation, limited systc= design and/or trouble shooting maintenance of hardware. Work requires expert -level computer skills. This includes, for example, developing the design specifications for complex software, doing complex systems design/analysis, installinWmaintaining mainfrarm hardware, serving as a system administrator for a large network and/or overseeing an operations center. 91994 Johnson do Associates All Rights Reserved Sent By: Johnson & Associates; 91e 830 1995; Oct-23-98 5:10pM; page 18 VII - EDUCATION & EXPERIENCE A. Kd2fiatin —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; coarse apprenticeship/technician ❑ Bachelor's or higber degree Field of Study: please list any licenses, registrations, or certificates required for your position and the agency responsible for issuing it. 13. iggggrience -In addition to education and training, what rninimum amounts of experience is needed to enter your position:' years How many years of prior related experience did you have when you wore placed in your current job? years. V111- EQUIPMENT OPERATING REQUIREMENTS List equipment or maclrlacs 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, Y) and estimate the total amount of time spent (total = 100%). MACMNE/EQUIPMENT REQUIRED DOCUMENTATION 2. 3. 4. 5. 6. 7. 9. 9. 10, il. ®I998 Johnson A Associates AR Rights Reserved 6 Sent By: Johnson & Associates; 916 630 1995; Oct-23-08 5:11PM; Page 17 IX — SUPERVISION EXERCISED A- W you exercise xWrfton over any crMJoycca? ED Yes 1--) No P. If yes, please check the definition which best describes the, type of supervision you exercise And the TMft9 and clWificatianjob titles of the employees whom you supervise. [3 Tt"cal Egg bogional (Lead Worker) —You we Ttqmmiblo tbr prvocnhing proicedures, rmthods, materials and f1mrims used in recurring projects of partieular area[$] of work including btitling other employees. In addition, you are also wApmiablc for mcurrhill work projects or activities involving other cnVloym to wbarn you give direction and guidance including lead supervision for a prqJect or set of work activities. You twy also have responsibility for aufgMng, scheduling, coordinating, organizing, and directing work activities. Regular Laad L3 Prtjftl Lead M 0 --.i i? .,; 1 ❑ Direct SopmTlfilln — In uldition to fulacdoo4l and technical supervision, ate Tcalmnsible for the administration of Me personnel fuMC601111 including selecting, disciplizu; grievances, and formal parfor=ca mtoations. C. If you checked ciLhcruf Um above, plum indicate the nature of group supervised and the number supervised. 3IlT' AIVA 44' 1.;] M�M: J.� A. D. Please clarify your responsibility fur the following supervianry responsibiliticl and dccisiLft. Check the ffpPnVH2te responsibility dcwriptian which relates to each applicable function you perform in your poailion. :J: i:: g.... 4L:;. '7 . . ... Him 13 ❑ Cl 13 E3 13 P"fortnancie Appriumt 0 [Ell ❑J❑ICI 13 13 Entployft Disc' line "toyft coumling Ll 0 0 !!iy and Objec-lived —C"Is ROVW3 PTGCWUTM CIM ' %� Policy 0 13 Trainin C3 01998 Johnwill A Associates AN Vkhts Resenwd 7 Sent gy: Johnson g Associates; 916 830 1995; Oct-23-98 5:11pM; page 18 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, Y). You may indicate more than one 'Jaurpose of contact" as appropriate. Furoo x Q1Coa_ttyct �i g Nmoae of contact Code Provide information a Negotiate solutions within policy guidelines c Collect information b Negotiate solutions involving policy changes f Coordinate projects, activities, etc. c Other - specify below g Solve problems d �] Clerical/maintenancc staff, other departments ❑ Profeasional/techtucal staff, same department ❑ Professiowl/technical staff, other departments ❑ Managers, other departments ❑ Councils (Type - ❑ Ek)ard(s) (Typo - ❑ Comtniwon(s) (Type - ❑ Committee(s) (Type - T ❑ (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 puTpose(s) of the enntact (a, b, c. d. e, f, g,) using the codes noted above, and the relative frequency (D. W, M, Y), You may indicate more than one "purpme of contact" as appropriate, ......- _ PRE Alt,l`tj4' ❑ General public 0 Contractors, engineers and/or developers ❑ Vendors Q Public Agencies �j Coasultantg ❑ Committee(s) (Type - 1 [] (Specify) ❑ (Specify) 0999 JnAmoor A Assachoff All Rights Rssened 9 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:12PM; Page 19 XI — E1WMONMENTAL FACTORS Please identify any unusual working conditiorut which ynu are exposed to in the course of your job and indicate the relative code (see below) for each of the applicable conditions. Also indicate from Section III the number(s) of the Duties (i.e., *3, itb) which are relates to these working conditions. Frequency Codes. I - Infrequent (less than 10%) M = Moderate, Average (21% - 50%) S = Seldom, Minimal (t 0% - 25%) A — Almost Always (more than 50%) •i 6-11 Outside enyhwmeor, Howl fmm size to site Tnsids environment heat Cold I Dwnpaess or Chilling Dry atmosphwe conditinn Working in confined opine Wor" clowly with others Work alone itteawar work hours Wwking with machinery Working wkh nr in watur Working below $round ' work a taddersiscafthlds V'bsotioa !Noise Slippct mws:n surfsact MmrinB nhjcc�hlFiet Grease en4 Oils Radiant emrU Electrical energy i fl iotlVCt i Silica, asbestos. etc. Dust (specify); Toxic Clumicats (list): 1'utnes, srnoka, gases Chi): Solvents (l/Yt): Exposure to OiKmoua anitnalslmsccts StrM, Vocrouncy (specify),. Odter fatuxs not tlsted: j Check the box that best describes your overall environmental working conditions. ❑ Qtgng-.. Standard setting. ❑ VIWIgmW Moderate exposure to conditions thal may be unpleasant but not hazardous; occasional exposure to risks controlled by safety precautions. © Upardm — Infirequenl or moderate risks or disconifarts which are partially controlled by special safety prccautiums, e.g., working around machines with moving parts, with contagious diseases or irritant chemicals. ❑ Mgwaewu — Continuous high risks with exposure to potentially dangerous situations requiring a range of safety or othti precautions, e.g., working at great heights, under extreme conditions, subject to possible physical attack, working around high voltage. 01998.fabious do Associates AN Rights Resented 9 Sent By: Johnson & Associates; 818 630 1995; Act-23-98 5:12PM; X.II — PHYSICAL FACTORS Page 20 Please identify each appropriate pbysieW activity required in the performance of your job and indicate the relative code (see below) for each activity. Also indicate from Section TIT the mumber(s) or the Duties (i.e., #3, 106) which are related to these physical factors. Frequency Codes: I = Tnfrequcnt (leas than 10%) M — Moderate, Average (25% - 50°A) S = Seldom, Minimal (10% - 25%) A - Almost Always (more than 50%) �I71 I M. I' wll' IIG -.I i. 11eavy fitting, 45 lbs. dk nvcr Maderax lifting, 15-45 no. light lifting, under 15 lbs. Heavy carrying, 45 lbs. & over Moderate carryfiv, 15-45lbs. Light nrrytrrg, under l5 lbs. Pulling Pushing . Reaching Use of fingers Both hands requind Walking .. Sbmdrsg Siding crawling Kneeling ltepested bending I Climbing Operptlnz of mowrizod equipment Ability to discharge firam ms Spctr;h vises requirements O Nesr VIA", i.e., 20 inches or less 4 MidgwW, ix., arm thsn 20 inches and less mint 20 kci O Distanco, i.e.. 20 feet nr more 00 Color, i.e., ability to identify and distinguish colors 6 DeO Perception RjWd lve =dons Hearing requirements Special Factor's not listed: Check the box that beat describes the overall amount of physical effort typically required by your job. Q Wndard - Normally seated, standing or walking at will; normal physical ability to do some bending and light cazrying. $giNlultue — Confined to immediate work area; can only leave wcn'k station during assigned breaks. [jLgerfive — Extensive walking, recurring bending, crouching, stooping, stretching, reaching or similar activities; recurring lifting of light or moderately heavy items. Sumuo a — Considerable and rapid physical exertion ur demands{ on the body such as frequent climbing of tall ladders, continuous liking of heavy objects, crouchtttg or crawling in restricrcd areas: exertion requires highly intense muscular action leading to substantial muscular exhaustion. 01998 Jaiwson A Assoelefes AM Rfghis Reserved 10 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:12PM; Page 21f5Q XUI — MISCELLANEOUS COMMENTS Employee Signature: 0998 Johnson & AasocWcs Au xlgAts Jkrxerwd 11 Date• Sent By: Johnson 8 Associates; 916 630 1995; Oct 23-98 5:12P1+1; Page 22/50 IMMEDIATE SUPERVISOR REVIEW laid the employee describe duties and regxmsbilities accurately and fully? Are then duties wigging? Are there any duties listed which are not a requirement of this position? Pteaee comma(. Da not make ca+oe oorw nel;ar*rg ettrployee perforrxaaer~ siguaturet Date- Classification Title Date: 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: Clat sificadon Title 01999 Johnson & Assacfa ds All Right`s Reserved 12 Date: Sent By: Johnson 8 Associates; 916 830 1995; Oct-23-98 5:13PM; Page 23/50 APPENDIX B Listing of Past & Current Clients 55 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:13PM; Page 24/50 56 Sent By: Johnson & Associates; 916 630 1905; Oct-23-99 5:13PM; Page 25/50 Listing of Past & Current Clients (Ralph Andersen & Associates and Johnson & Associates Projects) ABC Unified School District, CAA ACWAIJoint Powers Insurance Authority, CA Alameda County, CA Albuquerque, NM Alhambra, CA American Canyon, CA Anaheim, CA Apache Junction, AZ Ardmore, OR Arroyo Grande, CA Azusa, CA Banning, CA Bay Area Rapid Transit (BART), CA Bell, CA Belmont, CA Big Bear Lake, CA Hisbop, CA Blue Valley Recreatiou Commission Bothell, WA Brighton, CO Butte County; Housing Authority of the, CA California Schuol Employees Association California State Employees Association Calistogo, CA Camarillo, CA Capitol Area Development Authority Conservation & Renewable Energy System, WA Carmel Area Wastewater DiaU ic:t, CA Carson City, NV Casper, WY Canter Unified School District Cheyenrw, WY Chino Basin Municipal Water Diatrict, CA Chino Hills, CA Chino Valley Independent Fire District, CA Cbula Vista, CA Clark County Health District, NV Clark County public Transportation, WA Clark County, NV Clovis Unified School District, CA Coast Community College District, CA Colorado Intergovernmental Risk Sharing Agvncy Colorado springs, CO Colusa County, CA Community Services Agency, NV Concord, CA Contra Costa Co. Muni. Rick Management Autic. Contra Costa County, CA Cotati, CA Cucamonga County Water District, CA Cypress, CA Davie, CA Durango, CO East Bay Municipal Utility District, CA El Cerrito, CA Emerald Peoples Utility District Eureka & Humboldt Co. Housing Authorities, CA Eureka, CA Fair Oaks Water Diatri t, CA Fairfield, CA Federal Way, WA F1A Associates, CA Fontana, CA Fort Vancouver Regional Library, WA Foster City, CA Gallup-McMnley County Public Schools Glendalo, AZ Glenn-Colusa Irrigation District, CA Golden Gate University, CA Golden, CO Grand Forks, ND Grand Junction, CO Greater Vallejo Recreation District, CA Greenwood Village, CO Hercules, CA Hollister, CA Housing Authority of the County of Monterey, CA ImporW Irrigation District, CA La Plata County, CO Lane County, OR Lane Transit District, OR Lae Vegas Housing Authority, NV Las Vegas, NV Lathrop, CA Lawndala, CA League of California Cities Lemoore, CA Long Reach, CA Loa Alamos Public Schools Los Lomitas Memen" School District, CA Lynwood, CA Mammoth Lakes, CA Medic Alert Foundation International, CA Menlo Park Fire Protection District, CA Mean County, CO Metropolitan Expo Recreation Commission, OK Metropolitan Water District of Southern California Midpeninsula Regional Open Space District, CA Modesto Irrigation District, CA Modesto, CA Monte Vista Water District, CA Monterey Peninsula Water Management District Moorpark CA Morgan Hill, CA Mountain View, CA Multno=nah County, OR Natomas Unified School District, CA Nevada Irrigation District, CA Nevada, State of New Iiaven Unified School District Newport Dearh, CA North Dakota Insurance Reserve Fund North Richland Hills, TX Novato, CA Oakland Housing Authority, CA Oceanside, CA Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 5:13PM; Page 28150 Post & Current Clients Ogden, UT Oklahoma Municipal Power Authority Ontario, CA Orange County Department of Education. CA Orange County Diviainn, League of CA Cities Orange County Law Library, CA Oregon City, OR Otero County, NM Oxnard School D1RtriCt, CA Pacific, Orove, CA Palm Desert, CA Palm Springs, CA Palmdale Schnnl District, CA Palo Alto, CA Palomar Community College District, CA Paaadana, CA Pebble Beach Company, CA Pima Community College Dint.rict, AZ Platte River Power Authority Pleasant Valley School District CA Plumas County, CA Pomona, CA Part of Oakland, CA Portland, Housing Authority of, OR Portland, OR Public Utility District #1 of Clallam County Rancho Paloti Verdes, CA Recreation Centers of Sun City West, Inc., AZ Redondo Beach, CA Redwood Empire Municipal lneuranr.P Fund, CA Regional Tranapnrtation Commission, NV Reno Housing Authority, NV Reno, NV Rialto, CA Richardson, TX Rio Hondo Community College DiRtrict, ('IA Rio I Ind- Water District, CA River Delta Unified School District, CA Riverbank, CA Riverbank, Dousing Authority of the City tif, CA Riverside County Housing Authority, CA Riverside County, CA Rocklin, CA Sacramento County Office of Education, CA Sacramento Pugineering Techllnspectors Asmie. Sacramento Municipal Utility Distriet, CA Saddleback Community College District, CA San Bernardino County Housing Authority, CA San Bernardino Water Department, CA San Bernardino, CA San Bernardino/Development Department, CA San Clemente, CA San Diego Association of Governments, CA San Diego County Water Authority, CA San Dimas, CA San Francisco Bay Area Rapid Transit District San Francisco; City and County, t;A San Joaquin County, CA San Jose, CA Bait Juan Capiatrano/Valley Water District. CA San Juan Capiatrano. CA San Luis Coastal Unified School District, CA San Mateo County Office of Education, CA San Mateo County Superintendent of Schools, CA San Mateo County Transit District, CA San Mateo, CA San Miguel County, CO Santa Ana Unified School District, CA Santa Clara County Housing Authority, CA Santa Clara County Transit District, CA Santa Clara Housing Authority, CA Santa Clara Valley Water District, CA Santa Monica, CA Santa Monica -Malibu Unified School District, CA Schools insurance Authority, CA Seal Beach, CA Sedona, AZ Shasta Union High School District, CA Shoroline, WA Sierra Vista. AZ Simi Valley, CA South Bayside System Authority, CA South Coast Air Quality Management District, CA South Coast Water District, CA South East Regional Reclamation Authority, CA South San Francisco Coaference Center, CA Southern California Rapid Transit District, CA Steamboat Springs, CO Summit County. CO Telluride School District Thornton, CO Three Valleys Municipal Water District, CA Tiburon, CA Tulare County Department of Education, CA Turlock Irrigation District, CA Unified Sewerage Agency, OR Utah Associated Municipal Power Systems Vallejo, CA Vancouver, WA Ventura, CA Washington County, OR Water Facilities Authority, CA West Kern Water District, CA West Sacramento, CA Wagtern Municipal Water District, CA Woatlands Water District, CA Westminster, CA Windsor Water District, CA Wright Elementary School District, CA Yucaipa, CA Yuma Union School District Sent By: Johnson & Associates; 91$ 630 1995; Oct-23-98 5:14PM; Page 27/50 APPENDIX C Sample Classification Products 57 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:14PM; Page 28/50 58 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:14PM; Page 29150 MULTNOMAH COUNTY DATABASE ADAUNISTRATOR Claw apeciAcatlons are k tended to p►oamt y descriptive itat of the range of duffes perkmvd by employees in thv class. Sl er, ications am not Intended to reflect atl Mes pertoimed w&nn the Job- URFRMON To plan, organize and supervise the work of tuff responsible for designing, developing, documenting and Maintaining the County's database systems; to oversee the design and maintenance of data atoru; in the Caunty's database systems; to coordinate assigned activities with other divisions and outside agencies; and to prtmde highly rea;omsihle technical and administrative support to the Technical Support Manager. —SUPEBYAW RECEIVED AND EX RCISRD Receives general direction from the Technical Support Manager. Exercises direct supervision over professional, technical and clerical staff. ZSSENTI&L FTIlY MON STATEMENTS --Essential respo►rsrbiliftes and duties may include, but are not limited to, lhe follawin* 1"agial F act onsc 1. Phin, organize aad supervise the work of staff responsible for dcsibm n& developing, documenting and maintaining the Countp's databusc 'systems; oversee the design and maintenance of data store.¢ in the CaunWs database systems. 2, Assist and participate in the developmc-rd and implementation of goals, objectives, policies and priorities for assigned programs; recommend and administer policies and procedures. 3, Monitor and evaluate the efficiency and etfectivencas of service delivery mcihods and procedures; recommend, within established guidelines, appropriate service and staffing levels. 4. Plan, direct, coordinate and review the worst plan for assigned staff; assign work activities, projects and programs; review and evaluate work prtxiucts, methods and pn=duress meet with staff to identify and rrsoIve problems, 5. Oversees the: determination, deCiniticm and mapping of the C:ounty's businexq func:tiow with the database models; determine activities within these: business functions; incorporate and build data into database models. 6. Create and implement data base fields that have standard names and formut<9, databast records that have standard names formats and access stratcgiei and data base files that relate with other database files; implement operational policies to support shared data item access and modification rights. Dcvelup standar& and prcferred methodologies for use of the Counlara database management system environment and associated applicatinn developments. S. Develop policies and procedures related to database availability, security; recovery and related services; ensure implementation of operational practices in support of these policies and procedural; conduct audits to ensure procedures are folluwed and are appropriate, for the County's business accds; adj ust as required. 39 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:14PM; Page 30/50 MULTNOMAH COUNTY Database Administrator (Con&ued) Eacsential Fumdtonx. 9. Review, inveaq*te, evaluate and select new technologics for current and future. business nrrds; ensurc that all technologies comply with County standards and strategic direc:tinm. 10- Select, train, motivate and evaluate assigned staff; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline and termination procedures. if_ Farti4atc in the development and administration of the unit's annual budget; participate in the forecast Of funds needed for stalling, equipment, materials and supplies; monitor and approve eapenditures; implemont adjustments. 12. Provide responsible staff assistance to the Technical Support Manager. 13. Attend and participate in professional group mcctings; stay abreast of new trends and innovations in the field of data network operations. 14. Perform related duties and responsibilities as required. 1FICATIONS Operational characteristics of to variety of database systems. Principles and practices of database Icchnology, data mudeling, logical data base design and data dictionary principles. Concepts and principled of database technology. Principles and practices of project management. A variety of programming languages. Methods and techniques of maintaining database security. Methods and techniques of evaluating database modals. Principles and practices of database administration. Operational characteristics of information systems and mainframe environments. Principles and practices of budget preparatiem and adminidtraticm. Principles of supervision, training and performance evaluation. rerlinent Federal, slate and local laws, codes and regulations, "ltty 12: Overate and participate in the development, implementation and evaluation of database models. Oversee, direct and coordinate the work of lower level staff. Select, supervise, train and evaluate staff. Develop and modify database models; bancd on County nccda. Participate i1i systems analysis, design and implementation. Perform various database administration functions. Develop standards and methodologies for use of the County's database management Evaluate c:iitnt needs and apply technical principles and conccpta to develop business solutions. Troubleshoot and rMln operational problems. Participate it the development and administration of goals, objectives and procedures. Prepare and administer program budgeld. Prepare clear and concise administrative and financial reports. 40 Sent By: Johnson & Associates; 910 830 1995; Oct-23-96 5:14PM; Page 31/50 MULTNOMAH COUNTY Database Administrator (Cominaed) Analyze problems, identify niternative solutions, project consequences of proposed actions and implement recommendatioms in support of goals. Research, analyse and evaluate new service delivery methods and twJWq=. Determine needs for contracting services with outside age les. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. Maintain physical condition appropriate to the porformancc: of assigned duties and responsibilities. Maintain mental capacity which allows for cffa:thve interaction and communication with others. Maintain effective audio-visual diacrimination and perception needed for waking observations, communicating with others, reading, writing and operuting assigned equipment. AiRsrlenre and Tag Qddell!nr� Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A'typiraf way to obtain the knowledge and abilities would he: Experience: Four ycara of increasingly responsible database administration experience including two years of administrative and supervimuy responsibility. 11-rawnE: Equivalent to a Bachelors degree from an accredited college nr university with major course work in computer ncicnco, inforration systems or a related field, 41 Sent By: ,Johnson & Aasociates; 818 830 1995; Oct-23-98 5:15PM; Page 32/5O MULTNOMAH COUNTY INFORMATION SYSTEMS MAMWER Clue specilcaMMs are +mended to pveaent a deacrfptiva list of the mrga of duties pertam+ed by emplayeea In the daaa. Spocfflcathana are W Intended to reflect aH duties performed within the job. To plan, direct, manage and oversee the information systems activities and operationx within an assigned County division or *artiment; to coordinate plans for meeting the division's or dcpartment's information technology needs including overall design, management, installation and evaluation of information systems; to t:oordinatc a.R*wd activities with the County %formation Systems Division and outside agencies; and to provide highly regponsiblo and complex administrative support to higher level management staff. Receives general administrative direction from higher level management staff. Excrcixes direct supervision over assigned supc-rvtsory, professional, technical and clerical staff, MENEL&L FUNCTIONFUNCDON STATE --Essential rerpunsibilities and duties may include hul are not limitud to, the fulluwing: Kowl na: L Assume full management re")nsih1ty for information system scrvicea and activities including the overall desige, management and evaluation of information systems in assigned county division ar department; direct the development and administration of policies and procedures for contract administration, maintenance, security and related matters; manage the work of antxide consultants including selection, negotiaMug terms and conditions, and authorirang work and payments; ensure all activities are amtistent with County strategic direction and standards. 2. Participate in the development of goah, objectives, policies and priorities for the implementation of appropriate information systems; prepare and present division strategic plans; ensure that strategic plan,, arG amsistent with County plans and policies. 3. Serve a clicni technical manager in analyzing business needs of the assigned division; communicate business needs and project goals and objcctives to obtain prnjcct authorization from governing committees or hoards. 4. Eatablish appropriate scrviee and staffing levels; munitar and evaluate, the efficiency and eff'eetiveness of service delivery methods and procedures; allocate resources accordingly. S. Develop, write, issue and evaluate request for proposal documents for the selection of professional service ctmtraets; monitor contracted services for quality and compliance with County stundards; approve payments. 6. Coordinate data prooessing systems with the County Information Services Division and wdcrnal agencies and organizations; set project priorities; negotiate Acheduies and implementation procedures with internal and external rcuiur cs. 43 Sent By: JohnQon & Associates; 916 630 1905; Oct-23-9a 5:15PM; Page 33150 MULTNOMAH COUNTY Informatlou Systems Manager (Centlnued) RMtRtW Fggcgonttt 7. Identify and develop plans for improvement in development, maintenance and support services; review requests for additional data support services and identify impact on current and planned resources; design and maintain systems as required for project mange rncnt, evaluation, control and ductmnentation. 8. Evaluate and monitor data systems hardware and software in assigned service area; resolve connectivity issuet within local and wick area network unvirenments. 9. Direct and coordinate the design, development, acquisition and impitmentation of computer hardware, software and data communications solutions for division needs. 10. Select, train, motivate and evaluate assigned personnel; provide or coordinate staff training; work with employers to correct deficiencies; implement discipline and termination procedurCa. 11. Oversee and participate in the development and administration of the budget for information systems; approve the forecast of funds needed for staffing, equipment, materials and supplies; approve expenditures and implement budgetary adjustments as apprnpriate and necessary. 12. Provide staff assistance to higber lcvcl management staff; participate on a variety of boards, commimions and eommittcca; prepare and present stun' reports and other necessary correspondence. 13. Attend and participate in profemio nal group mcethW; stay abreast of new trends and innovatiuns in the field of information technology. 14. Perform related duties and rexpimsibilities as required. LfALiFI TIONS Knewledee of: Principles gnd practices of electronic data processing and their applications to assijmged services environment. Principles and practices of systems analysis, design and development. Principles and practices of project management. Data processing technology trends, history and application.;. Principles and practices of program development and administration. Methods and techniques of managing on-line computer systems and related data bases. Principles and practices of information systems project development, administration and management. Activities, services and operations of assigned County division or department. Methods and techniques of evaluating business needs and developing information systems solutions. Pria4les and practices of budget preparation and administration. Principles of supervision, training and performance evaluation. Pertinent Pederal, State and lncal laws, codes and regulations. Menage and direct a cosmprehensivc data processing program for assigned Cotmty division or department. Plan, organize and manage computer system design and implementation activities. Apply complex technical principles and concepts to develop business solutions. Participate in the development and administration of goals, objectives and procedures. Evaluate and analyze cost bencfita of planned systems development projects. CY! Sent By: Johnson if Associates; 016 630 1995; Oct-23-98 5:15PM; Page 34/50 MULTNOMAH COUNTY information Systems Manager (Continued) Analyze and &sees programs, pulicaes and operational need-, and make appropriate adjustments, Identify and respond to organizational issnes, concw= and necds. Plan, organize, direct and coordinate the work of lower level staff Delegate authority and rcaponstbdily. Select, supervise, train and evaluate staff. Research, analyze and evaluate new service delivery methods and techniques. Prepare clear and concise administrative and financial reports. Aropare and administer program budgets. Interpret and apply applicable Federal, State and focal policies, laws and regulations. Communicate clearly and concisely, both orally and in writing. Estabiish and maintain effective working relationAips with those contacted in the course of work. Maintain mental capacity which allows for effective interaction and communication with others. Maintain physical condition appropriate to the performance of assigned duties and responsibilities. Maintain eflectivc audio-visual discriminatitm and perception needed for making observations, communicating with others, reading, writing and operating assigned equipment. Experience and Training Guidellij Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying A typical way to obtain the lainivledge and abilities would be; ExQerlIlece: pour years of increasingly responsible experience; developing and programming data prorasssin$ syste= including two years of supervisory and administrative responsibility. Wig- Equivalent to a Bachcdurs degree from an accredited college ur university witli major course work in business admiuNtratiam, computer scicncc, aatatistiw or a rclatcd field. 45 Sent By: Johnson & Associates; 918 830 1995; Oct-23-98 5:16PM; Page 35/50 MULTNOMAH COUNTY SYSTEMS PROGRAMMER Claaa apaclffoaftm are intended to present a descro ve list of the rangy of dudes performed by amptnyeas in the class. SpeeftaSons are rW lrrtartdad to rWW a# duties pedwned wffhm fhe job. To provide technical a"Lamx and support 1'M strategic mainframe computer operating systems and related system software and hardware components; to perform a variety of complex systems analyeas duties in the installation, testing and maintenance of computer hardware and software; to emsme that the mainframe system is operating efficiently; and to }perform at variety of technical tasks relative to assigned areas of reapons6ility. $iIPERMI__ON_RECEIVED AND EXERCISED Receives direction from the Technical Support Managcr. ESSENTIAL AND MARGRMMQTjOjHA'1KMENTS--Essenlial and other importantrespumihilitiaand duties may include, but are not limited to, the,foilowing; Eaeential Functions: 1. Provide technical amiat.unce and support for strategic mainframe computer operating systems and related system software and hardware components. 2. Perform a variety of complex systems analysis duties in the design, development, implementathm and maintenance of computer hardware and suftwa= applications. 3. Research, evaluate, test and implement new operating systems or systems software packages; install new versions, releases or maintenance level, of existing operating syttemx. 4. Review, evaluate and analyze new or updated software or operating systems; confer with staff and rec=mend rand Icaticnas to existing systmma. S. Detect, isolate and resolve information system problems; utdira vendor coordination and support as needed. 6. Confer with information services staff in the evaluation, selection, acquisition and implcmrcnlation of computer hardware and/or software solutions. 7. Provide support to iouil area network operations; coordinate system changes and configurations, 8. Provide secure environment for data and processes; establish, maintain and erifirrco security guidelines for terminal access, password expiration and protection of computer resources. 9. Maintain data integrity with backup, archive and recovery processes: prepare and maintain procedures for disaster recovery. 10. Develop and write technical manuals, procedures and documentation for systems operations; ensure all documentation is updated and current. 59 Sent By: Johnson S Associates; 916 630 1905; Oct-23-911 5:16PM; Page 36/50 MULTNOMAH COUNTY Systems Programmer (Continued) R$86016A Faactions: 11. Coordinate hardware and software installation and support activities with intarmd and external staff and vendors. 12. Participate in system administration activities including adding new users, modifying user prt)files, resetting intruder lockouts and passwords, modifying software groups and monitoring server resources. Mnrrdnal Functions: I. Attend and participate is professional group meetings; stay abreast of new trends and innovations in the field of information systems. 2. Perform related duties and responsibilities as required. �11VMIRi�s Knowledge oi: Operational charac:tmristim of various computer programs, software packages and programming languages. Methods and techniques of systems analysis. Methods and techniques of system design, programming and softwuro imstallation. Methods and techniques used in the installation, trouble shooting, upgrading and problem resolution of information systems hardware, software and peripheral devices. Operational rharacte6itic:s of local and wide area network protocols and components Princip1m and practices of dmahaxe maintenance. Principles and practices of data security, integrity, backup and recovery proc:csscx. Methods and techniques of developing systems technical manuals and documentation. Pcrtincnt Federal, State and local codes, laws and regulaticme. Ability to: Install, trouble shoot and upgradc information systems hardware and software. Evahwe, test, implement and support new operating systems. Perform systems programming in a variety of languages. Diagnose and evaluate complex systems problems. Perform systems analysis activities, Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work Maintain mental capacity which allows for effective interaction and communication with others. Maintain physical condition appropriate to the performance of sssigned duties and responsr'bilttles. Maintain effective audio/visual discrimination and perception to the degree ncoomary for the summsful performance of assigned duties. ggperlence god DAn nS Guidelines Any combinarinn of axperienre and training that would likely provide tha required knowledge and abilities is qualifying. A typical way to obtain the knawledge and abilities wnald be: Experience: Three years of increasingly responsible systems analysis and programming experience. 60 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:18PM; Page 37l50 MULTNOMAH COUNTY Systems Prezrammer (Continued) Equivalent to a Bachelors degree from an accredited college or university with major course work in computer science, information systems or a related field. WORKING CONDMONS Enviroomentat Conditions: Office environment; =pcsure to computer Screens. Phydol Carrdltloaa: Essential and marginal functions may require maintaining physical condition necessary for sitting for prolonged periods of time; extensive use of computer keyboard; extensive communication with system users; near visual acuity for performing programming or software installation functions. 61 Sent By: Johnson & Associates; 918 630 1995; Oct-23-98 5:16PM; Page 38150 MULTNOMAH COUNTY INFORMATION SYSTEMS ANALYST I INFORMATION SYSTEMS ANALYST If INFORMATION SYSTEMS ANALYST III Ckaa apsaftattaw are mtondod to p►asent a dewdOdve 99 of the range of derUm per*—od by em#oyeee In the doss. SpecJcatfons am r o intended M mftd a# d0ifta p&*ffned w6rm the A. EJFIN N To perform professional level information systems duties in the development, installation and maintenance of application software and the maintenance and administration of computer system and applikations; to provide technical support and assistance to County information system users; and to perform a variety of analytical duties relative to assigned area of responsibility. 1?LSTMUL O_CNARACTERISTICS Lobripyg2a Systems I — This is the entry lovcl clans in the Information Systems Analyst merits. This class is distinguished hum the Information Systems Analyst II by the performam of the more routine taslts and duties assigned to positrons within the series including support of the least complex systems and applications. Since this class iR typically used as a training clone, cmployces may have only limited or no directly related work experience. [nfQHnj0*g Spttems AiWyit H — This is the full journey level class within the Information Systems Analyst series. Employces within this class perform the full range of duties as assigned. Positions at this level receive only oteatia=A instruction or assistance as new nr unueual Nkuatitn s arise, and art; fully aware of the operating prucndures and politics of the work unit. Positions in this class are flmbly staffed and arc normally Filled by advancement from the I Level, or when tilled from the outside, have prior experietnct. This class is distinguished from the Information Systems Analyst III in that the latter performs the most complex dutics amigned to theses within this series including the support maintenance and administration of large/Complex Rystcros- WortnatlohlAgnlyst III --This is the advanced journey level class in the Information Systems Analyst series. Positions at this level are distinguished from other classes within the series by the level of responsibility assumed and the complexity of duties assigned. Employees perform the most difficult and responsible types of duties assigned to classes within this series including maiatain* the most complex C:utudy applications and performing systems analysis duties. Employees at this level are required to be fully trained in all procedures related to assigned area of responsibility. SUPERVISION BBCELVEQ_ AND EXERCISED Informations Systems Analyst I Receives immediett: supervision from higher level supervisory or management staff. i>s�rmation Systems Ana1,�II Receives general supervision from higher level supervisory or management staff. Receivers direction from higher level supervisory or management staff. 67 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:17PM; Page 39/50 MULTNOMAH COUNTY Information Systems Analyst i/IUlU (Continued) fo m ins Andffi May exe;rcisc functional and technical supervision over lower level information systems staff, 1V I T TTM— Essential and other important responsibilities and duties may lnelude. but are not limited to, the following: s Fnu tlo W. I. Perform a variety of profs io:ual level duties to support information technology systems and programs in assigned area; serve as liaison between system users and information systems staff in the development, implementation, administration and maintenance of information systems, computer programs and software; applications. 2, install and maintain application software and computer hardware; provide technical assistance to system suers in accordance with applicable information systems policies, procedures, methods and techniques. I Develop, install and maintain software applications; troubleshoot and rccL4 application software problems; evaluate new softwarc/hardware and recommend changes as needed; prepare and update user manuals attd system documentation. 4. Participate in the evaluation and testing of system upgrades; install or upgrade software applications; troubleshoot hardware and software related problems; coardinate and document testing for new or revised software applications; assist in deployment of new applications in asserted areas. S. Perform system maintenance activities on various files; monitor system disks for space; maintain system security; reset user passwords; grant or revoke system access. 6. Provide support to local area netwurk-g; create and modify user accounts; maintain electronic mail access; utctall and configure hardware and softwarc; enable local area network cuuneGtion; maintain file scrve:rs; monitor network performance; troubleshoot network problems; coordinate maintenance and repair with information systems or vendor staff. 7. Respond to requests from users regarding system operations; provide solutions to operations problems; refer users to appropriate staff member. 8. Develop written technical documentation, internal operating procedures, and user manuals and instructions; develerp instructionalmaterWs and umduct training program q an software applications; update technical and training manuals as required. 9. Perform a variety of complex systems analysis duties in the design, implementation and maintenance of MawAgement information systems and supporting computer hardware and software appfications; program new applications or enhance existing Qmgrams. YO. As assigned, perform database administration duties; provide support to programming staff in planninx designing and implementing application databases; maintain database security and user access; design, create and maintain physical objects including tables, fetes, libraries and indexes to support computer applications using database management sysrerns; monitor database performance and troubleshoot Problems; monitor and maintain space allocation for databases and Glen. Sent By: Johnson S Associates; 916 830 1995; Oct-23-98 5:17PM; Page 40/50 MULTNOMAH COUNTY Information Systems Analyst FUIM (Candnaed) Emutini Faxaiona: 11. Create various reports, charts and other materials from multiple layon of data atured iu County data bases; assist in data baqe maintenance and quality cAmtroL 12. Analyze user needs; design, write and execute prcwams in a variety of programming environments; design input and output document-, including screens, forms and reports. 13. Prepare project cost estimates and justification for new or enhanced system modifications; may Prepare mqucata for proposals for vendor services. 14. Perform quality assurance duties; review new application suftwam fur compliance with applicable quality assurance standards before implementation. AjKjfnW Fun ass 1. Attend aad participate in professional group meetings; slay ahrewd of new treads and innovations in the field of itdormation systems. 2. Perform related duties and re„ponaibilities as required. lnformatlaa Systems AnaWo 1 Knowledge ofc Basic theories and applications of computer science. Basic principles and practices of applications systems programming. Personal computer hardware and software components. Basic methods and techniques used in the installation, trouble shooting and maintenance of software applications. Basic methods and techniques used in the in_ctailation, trouble sh(totiag, upgrading and problem resolution of information systems. Operational characteristics of various compu[cr programs, netwnri.%, software packages and programming languages. Basic characteristics of various commpuirr programs, networks, software packages and programming languagres. Adwty to., Provide teehnieal support for the implementation and maintenance of various software applications. Create various reports, charts and other materials from multiple layers of data. stored in County data bases. Respond to and identify user needs and determine resolutions. Learn metl+ods and techniques of application development, system design and programming. Learn to recommend, design, implamment and install computer software applications. Learn to apply a wide variety of computer programming languages. Learn to detect, isolate and resolve application problems. Learn to analyze and assess the technological needs of Caunty departments. Learn to install, trouble shoot and upgrade County information systems. Learn to evaluate, test, implement and support new operating systems. Learn to analyze and assess the technological needs of County departments. Perform rnutiac systems analysis duticA. 69 Sent By: Johnson It Associates; 916 630 1995; Oct-23-98 5:17PM; Page 41/50 MULTNOMAH COUNTY Information Systems Analyst 1/11/111 (Continued) Recommend appropriate technology to meet client needs. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. Maintain mental capacity which allows for effective interaction and communication with others. Maintain physical eonditiom appropriate to the performance of assigned duties and responsibilities. Maintain effective audio-visual discrimination and perception needed for making observations, communicating with others, reading, writing and operating assigned equipment, UndoWinvalmiddlon Any combination of experience and training that would likely provide the required knuwledge and abilities is qualifying. A typical way to obtain !fie knowledge and abilides would be: erlence One year experience in applicatium programming and/or 4y%tems analysis, Equivulent to a Bachelors degree from an accredited college or university with major course work in computer science, information systems or a related Geld. Informadnit.aMmmAnalyst In addition to the qualifications for Information %ystcros Analyst 1: Knowledgg af: Methods and techniques of application developmenr, system design and programming. Methods and techniques of system design, programming and software installation. Principles and procedures of quality assurance and security related to computer information ,yatems. Principles and practices of computer science and information systems. Principles and. practices of software troubleshooting. Operational characteristics of a variety of computer platforms and operating systems. Methods and techniques used in the installation, trouble shooting and maintenances of information systems. Pcrtinr= Federal, State and local coder, laws and regulations. Recommend, design, implement and install computer software applications. Apply a wide varicay of computer programming languages. Detect, isolate and resolvc information system probloms. Analyze and assess the technological needs of rnunty departments. Independently perform systems analysis activities. Install, trouble shoot and upgrade County information syst:cmas. Evaluate, test, implement and support new operating systems. Oversee quality assurance and security procedures for information system services. Analyze and asses the technological needs of County departments. Perform a variety of responsiblc systems analysis duties. Monitor, maintain and administer a variety of network operating systems. Design, implement and maintain information systems and supporting hardWare and software applications. 70 Sent By: Johnson & Associates; 91B 830 1995; Oct-23-98 5:18PM; Page 42150 WMTNOMAH COUNTY Information Systems Analyst li/= (Continued) Enedufdw,and TEMBIn11`fi1?ideliBm Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying, A typical way to obtain the knowledge and abilldro would be: �xaerieace: ThrcC years of increasingly re.Gponsible software applications programming and/or systems analysis experience. Training: Equivalent to a Bachelors degree from an accredited college or university with major course work in computer science, information systems or a related field. Information Systema Analyst lit In addition to the qualifications for In€ormation Systems Analyst TI: Knowled a : Advanced programming (cchniques including integrated database managcmvmt applications. Operational characteristics and capabilities of data base management systems. Principles and procedures of quality assurance and security related to computer applications. Principles, practices, methods end techniques of providing information systems prujeet management scrvicc& Methods and techniques of system design, programming and soflwaTc installation. Advanced principles and practices of computer rdenc:e and information systems. Advanced principles and practices of information systems programming. Advanced principles and practices of software troubleshooting, AMOY Aft: Perform highly advanced programming and data base management duties. Oversee quality assurance and security procedures for applications services. Interpret and analyze user information systems regnirementg and develop solulium. Perform highly advanced systems programming duties. Install, test and configure hardware and software applications and programs. )Ezaerteaeg and Trainias± OwiiLtilinea Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. rl typical way to obtain the knowledge and abilities would be: rMerlen: Five years of increasingly responsihle software applications programming and/stir systems analysis experi- ence. a in : Equivalent to a Bachelors degree from an accredited college m university with major course work in computer science, information systems or a related field, r'n Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 5:18PM; Page 43150 MULTIVUMAH CO"-ry Information 5rsteml ggalyst IM/11I (Continued) WQRKOC.99IT—Y7 NS avir n a u i 'ons: Office euvironmcnt; kVmre to computer screens. ghvsieal Cunditious: Essential and margin%l functions may regarirc maintaining physical condition necessary for sitting for prolonged perinds of time; cxic.ivave use of computer keybnard; eatensivc communicatinn with systems users; ncur visual acuity for perforuting programming or sofLwure installation functions. 72 Sent By: Johnson & Associates; 918 830 1995; Oct-23-98 5:18PM; Page 44/50 APPENDIX D Sample Compensation Products 59 Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 5:18PM; Page 45150 Prepared by Ralph Andersen & Associates 10/23/98 MULTNOMAH COUNTY LABOR MARKET SALARY SURVEY 8tattaticx computed rising control polnftnxfmum Computer Syst. Operator Agency Comparable Class Title Minimum C.P./Max City of Eugene No Comparable Position Hillsboro School District No Comparable Position City of Gresham No Comparable Position Marion County No Comparable Position U.S. Army Corps of Eng. No Comparable Position Pacifieorp Computer Operator (N) 1406 1976 Private Sector Company C Operator (N) 1366 2252 Portland School District #1 Computer Operator (N) 1879 2385 Private Sector Company E Computer Operator (N) 2253 2456 Private Sector Company A ;Production Operator (N) 1797 2493 Private Sector Company H Senior Computer Tech. (N) 1642 2550 Clark County Computer Operator I I (N) 2107 2753 Private Sector Company F Computer Operator (N) 1943 2818 Multnomah County ESD Computer Operator (N) 1931 2850 Private Sector Company B Computer Operator, Sr. Level (N) 1865 2868 Clackamas County Computer Operator (N) 2294 2888 Fort of Portland Senior Computer Operator (N) 2183 3173 Tri-Met Senior Computer Operator (N) 2270 3178 Private Sector Company D Computer Operator (N) 2120 3180 City of Portland DP Operations Technician (N) 2508 3207 State of Ore on Info. Systems Spec. 3 N 2466 3257 Multnomah Coup Computer ;yAt D erstor 2758 3392 Metropolitan Service District Technical Assistant (N) 2683 3461 Clackamas County ESQ Network Operations Technician (N) 2634 3760 Private Sector Company ISr. Cam uter Operator (N) 1 2630. 3947 % Above/ 14urnber of Observations 19 Market Below ariabli Hi h Value Market 2h2r, ar .et dian 2,468 15. Oth Percent a 2,824 16. 7 °% bath Percentile 3,116 8.14% 75th Percentile 3,194 5.85% Labor Market Mean _ 2,9181 13.9fi a IlUmitnomah CoyntySalary Percentile 87th ent e A-7 Sent By: Johnson & Associates; file e30 1995; Oct-23-98 5:19PM; Page 4e/50 Prepared by Ralph Andersen & Associates 10/23/98 MULTNOMAH COUNTY LABOR MARKET SALARY SURVEY Statistics computed using contmi pointlmaxtmum Database Administrator Agency Port of Portland Metropolitan Service District Private Sector Company H Private Sector Company F City of Gresham Multnomah County ESD U.S. Army Corps of Eng. Marion County Hillsboro School District Clackamas County ESD Portland School District #1 Ciark County City of Eugene Clackamas County State of Oregon City of Portland Private Sector Company E Private Sector Company D Private Sector Company G Private Sector Company A Private Sector Company B of Observations Percentile Percentile Comparahle Class Title Data Not Available No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position Database Administrator (E) Systems Specialist 11 (N) Database Administrator (E) Data Base Analyst (N) Info. Systems Spec. 8 (E) Sr. Systems Programmer (E) Data Base Analyst III (E) Information_ Tech. Analyst A (E Database Administrator Data Resource Analyst (E) Sr. Database Analyst (E) Database Administrator (E) Sr. Database Administrator (E) 13 Minimum I C.P./Max 3320 3283 3337 3334 3584 3980 4029 3605 3893 3730 3939 4200 4051 Market 5,014 5,425 5,906 4168 4191 4208 4221 4735 5084 5367 5406 5451 5906 6457 6899 7500 % Above/ Below Market 1.54% 8.01 0.48% -8.35% A-9 Sent By: Johnson & Associates; 916 030 1995; Oct-23-98 5:19PM; Page 47/50 Prepared by Ralph Andersen & Associates 10/23I98 MULTNOMAH COUNTY LABOR MARKET SALARY SURVEY Statistics computad using control pointimaximum Network Analyst/WAN Spec. Agency Comparable Class Title Minimum C.P./Max Port of Portland No Comparable Position Metropolitan Service District No Comparable Position Private Sector Company H No Comparable Position Private Sector Company 0 �No Comparable Position Private Sector Company D -No Comparable Position City of Gresham No Comparable Position ' Paclficorp No Comparable Position U.S. Army Corps of Eng. No Comparable Position Marion County No Comparable Position Hillsboro School District No Comparable Position Clackamas County No Comparable Position C' of Eugene Technical Comm. Anal st E 2826 3599 hfultnomah County Network AnalysWVAN Sp9q 32443 3744 Clark County Communications Analyst it (N) 2976 3796 State of Oregon Info. Systems Spec. 5 (N) 2992 3953 Portland School District #1 Data Comm. Analyst (E) 3320 4168 City of Portland Sr. MIS Analyst (E) 3591 4588 Clackamas County ESD Network Engineer (N) 3930 4824 Private Sector Company F System Analyst (E) 3260 4890 Multnomah County ESD Senior Network Administrator 3552 4997 ri-Met Network Services Admin. (E) 3695 5543 Private Sector Company A Network Analyst 3605 5545 Private Sector Company S 'Senior Network Admin. (E) 3078 5582 Private Sector Company E Systems Administrator (E) 4029 5730 Private Sector Com an C . Proieci t Mana er III E 4375 6958 5 '1G Above! Number of Observations 13 Market Below VatiablM Hi h Value Market her Ma et M 9 d an 4,890 -30.61 % 40"emntife 4,7771-27.59 60th Percentile 5,106 -36.38% 75th Percentile 5,545 -48,10% [LaMw Market Mean 4,936 1 -31.$5 o u mama oun allary Percentile 8th Percentile A14 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:19PM; Page 48/50 Prepared by Ralph Andersen & Associates 10/23/98 MULTNOMAH COUNTY LABOR MARKET SALARY SURVEY Statistics computsd using control point/mmimum PC LAN Admin./Data Analyst Agency Comparable Class Title Minimum C.P./Max Port of Portland No Comparable Position j Hillsboro School District No Comparable Position Private Sector Company G No Comparable Position Private Sector Company A No Comparable Position Metropolitan Service District No Comparable Position Marion County No Comparable Position City of Eugene Applications Support Tech. (N) 2306 2831 Portland School District #1 Data Comm. Technician (E) 2181 2962 State of Oregon Info. Systems Spec. 4 N 2676 3535 Multnomah Coungy PC LANAdminJDets Anal st 2973 3635 Private Sector Company H LAN/PC Tech. Support (E) 2150 3658 Clackamas County ESD LAN Administrator (N) 3081 3782 Clark County IMicrocomp./LAN Tech. it (N) 2976. 3796 City of Gresham System Administrator (E) 2998 3829 Clackamas County Data Comm. Specialist (N) 3031 3839 Private Sector Company D ;LAN Administrator I (E) 2560 3840 City of Portland MIS Analyst (E) 3240 4141 PrWaie Sector Company C Managar Office Systems lE) 3166 4375 Pacifcorp Information Tech. Analyst B (E) 3209 4812 Multnomah County ESD Network Admin./PA (N) 3465 4876 U.S. Army Corps of Erg. Computer Specialist (E) 3793 4931 Tri-Met Heipdesk Svcs. Admin. (E) 3695 5543 Private Sector Company a Client Systems Admin., Sr. (E) 3278 5582 Private Sector Company F System Administrator/Networks (E) 3773 5661 Private Sector Compariv E ITechnIcal Support Analyst E 4029 5730 % Above/ Number of Observations i8 Market Below Varlabliltv High Value Market Labor Market an 03,991 - . 8% 40th Percentile 3, 3 -5.5 % Both Percentile 4,462 -22.76% 75th Percentile 4,917 -35.28% labor Market Mean 4 318 -18.79% ultnomah County SaliEr-Fer—centile 4 th Percentile A-18 Sent By: Johnson & Associates; 916 830 1995; Oct-23-98 5:20PM; Page 49/50 Prepared by Ralph Andersen & Associates 10/23/98 MULTNOMAH COUNTY LABOR MARKET SALARY SURVEY statistics computed uslno control poiFwmmimum Programmer Analyst 11 Agency Comparable Class Title Minimum C.P./Max Private Sector Company D No Comparable Position Private Sector Company H No Comparable Position Hillsboro School District No Comparable Position Private Sector Company B No Comparable Position Pjtyof Eugene Applica#ions Systems Analyst E 2826 3599 Multnomah Coup w _ EM rammerAnalyst H 3702 Claris County Analyst/Programmer II (N) f _ _3207 W 2976 3796 Clackamas County Programmer/Analyst (N) 3031 3839 Marion County Programmer/Analyst (N) 2917 3909 State of Oregon Info. Systems Spec. 5 (N) 2992 3953 Metropolitan Service District Programmer Analyst (N) 2988 4007 U.S. Army Corps of Eng, Computer Specialist (E) 3165 4115 Clackamas County ESD Programmer Analyst 11 (N) 3392 4176 Private Sector Company C Software Engineer (E) 3000 4208 City of Gresham Systems Analyst (E) 3323 4243 City of Portland Programmer Analyst NE) 3413 4358 Private Sector Company E Application System Analyst III (E) 3547 4434 Portland School District #1 Senior System Analyst (E) 3729 4663 Private Sector Company F Programmer/Analyst (E) 3104 4657 Private Sector Company G Sr. Programmes Analyst (E) 3202 4805 Private Sector Company A Programmer Analyst If (E) 3127 4806 Pacrflcorp Information Tech. Analyst B (E) 3209 4812 Multnomah County ESD Res. & Dev. Project Analyst (N) 3465 4876 Port of Portland Programmer Analyst Ili (N) 3432 5197 Tri-Met ISys. Anal st/Pro. Staff Spec. E 3695 f 5543 % Above/ Number of Observations 20 Market Below arlatrl HI h Value Market rMorket a an 01 - 6.17% th Percentile 4,195 -1 3.32 /a Qth Percentile 4,482 -21.06% 75th Percentile 4,805 -29.80% Labor Market Mean 4.3 -18.70% Imulthomah CppnW Salgry Percentile 3rd Percentile A-19 Sent By: Johnson & Associates; 916 630 1995; Oct-23-98 5:20PM; Page 50/50 Prepared by Ralph Andersen & Associates 10/23/98 MULTNOMAH COUNTY LABOR MARKET SALARY SURVEY Statistics compulyd using control pointlmaxlmum SYstsms Programmer i Aga mcy Comparable Class Title + Minimum: + G,P.JMax I Port of Portland Marion County Tri-Met City of Gresham Metropolitan Service District U.S- Army Corps of Eng. Hillsboro School I)istrict Clackamas County ESD Private Sector Company C Private Sector Company H City of Eugene Clackamas County Portland School 4istdct #1 ;Claris County State of Oreaon of Portland nomah County ESD ite Sector Company G Sector Company B Sector Company D Sector Company F Sector Company E Sector CQmcanv A No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position No Comparable Position Programmer Analyst ( NE) Systems Programmer Systems Programmer (E) Programmer/Analyst, Senior (N) Database Administrator (E) Systems Technician (N) Info. Systems Spec. 7 (E) Sr. Systems Programmer Sys. & Data Comm. Prog./Analyst (N) Systems Analyst (E) Operating Systems Analyst (E) Systems Administrator, Sr. (E) Network Engineer III (E) System Administrator (E) Tech. Support Specialist II (E) 2768 2150 3186 3179 3320 3283 3413 4ff0 3980 3723 3505 3605 3278 3730 3773 4294 3650', 3658 4029 4031 4168 4191 4509 6237 5256 5406 5582 5600 5661 6112 6512 % Above/ Number of Observations 16 Market Below Veffabiffty High V$ius Market r Market dian 1 -8.25% Percentile 4,509 5.41% Both Percentile 5,256-10.26°% 78th Percentile 5,587-17.19% A-21 RCA ROUTING SHEET INITIATING DEPARTMENT: Administrative Services/Personnel SUBJECT: Classification and Compensation Study - Consultant Agreement COUNCIL MEETING DATE: December 21, 1998 :.: RCA�ATTACHMENTS .. ° STATUS Ordinance (w/exhibits & legislative draft if applicable) Not Applicable Resolution (w/exhibits & legislative draft if applicable) Not Applicable Tract Map, Location Map and/or other Exhibits Not Applicable Contract/Agreement (wlexhibits if applicable) (Signed in full by the City Attomey) Attached Subleases, Third Party Agreements, etc. (Approved as to form by City Attorney) Not Applicable Certificates of Insurance (Approved by the CityAttomey) Not Applicable Financial Impact Statement (Unbudget, over $5,000) Not Applicable Bonds (if applicable) Not Applicable Staff Report (If applicable) Not Applicable Commission, Board or Committee Report (If applicable) Not Applicable Findings/Conditions for Approval and/or Denial Not Applicable EXPLANATION FORWISSING'ATTACHMENTS REVIEWED RETURNED FO DED Administrative Staff ( ) ( ) Assistant City Administrator (Initial) ( ) ( ) City Administrator (Initial) City Clerk ( ) EXPLANATION FOR :RETURN ,OF .ITEM: 1 . e J. 7 CITY OF HUNTINGTON BEACH 2000 MAIN STREET OFFICE OF THE CITY CLERK CONNIE BROCKWAY CITY CLERK CALIFORNIA 92648 LETTER OF TRANSNUTTAL OF ITENI APPROVED BY THE CITY COUNCIL/ REDEVELOP'NENT AGENCY OF THE CITY OF HUNTINGTON BEACH DATE:,D-eC..Qm her 3n 19 9 k TO: Oh rI 5 0 r) d 55 aC i P-'5 V0 36ek 1 r r) %TOH rJ � / re. I C) et City, State, Zip ATTENTION:1DDyGL-1+6 �ohr)So,k( DEPARTMENT: PKP 5 i d erif - REGARDVgG: UI 0,f=F1 r 77;1V CMI'E175)1�T1 dAl c3T j oY See Attached Action Agenda Item �( / / Date of Approval al Enclosed For Your Records Is An Executed Copy Of The Above Referenced Agenda Item. Remarks: Connie Brockway City Clerk Attachments: Action Agenda Page Agreement Bonds Insurance RCA _ Deed Other n CC: (15Y1 P 5.5 L / —+G- ✓ _ _ _ — Dep ent _ RCA � Agreem rt Ins uran Other Name Department RCA Agreemcm Insurance Other Name Department RCA Agreement Insurance other Department RCA Agreement [nsuranc Ott er s; Risk Management Dept. Insurance Received by Name - Company Name - Date G:Followup/coverltr ITeleohorne: 714.536-5227 } (9) 12/21/98 - Council/Agency Agenda - Page 9 E-5. (City Council) Approve City Acceptance From PLC Land Companv Of A Sewer Line Easement Within Tract No.14355 (The Bluffs) - n1w Corner Of Garfield Avenue & Edwards Street (650.80) - Accept Sewer Line Easement within Tract No. 14355 (The Bluffs) from PLC Land Company and authorize the Mayor and City Clerk to execute the Sewer Line Easement from PLC Land Company to the City of Huntington Beach and instruct the City Clerk to record the document with the County Recorder. _Submitted by the Public Works Director [Approved 6-0 (Julien: Absent)] E-6. (Cit)( Council) Accept Bids For Repair/Replacement Of Street Improvements Along Scenario Drive - MSC-398 - Approve Contract With Kalban, Inc. (600.90) -1. Accept the low bid submitted by Kalban, Inc. and approve and authorize execution of the City —funded Construction Contract Between The City Of Huntington Beach And Kalban, Inc. For The Reconstruction And improvements Of Various City Streets (MSC-398). Submitted by the Public Works Director [Approved 5-0 (Julien: Absent, Harman: ABSTAINED)] E-7. (City Council] Approve Lease Agreement Between City And Michael Mehalick For Downtown Ubr ry Annex Space (600.10) - Approve and authorize the Mayor and City Clerk to execute a Lease Agreement Between The City Of Huntington Beach And Michael Mahalick For The Premises At 525 Main Street (Library 790-Foot Annex) In The City Of Huntington Beach for a term of one year 1011/98 - 9/30/99. Submitted by the Acting Director of Administrative Services. [Approved 6-0 (Julien: Absent)] E-8. (City Council) Adopt Resolution No. 98-99 - Revision Of Huntinaton Beach EmDlovee Deferred Compensation_ Plan (700.55) - Adopt Resolution No. 98-99 "A Resolution of the City Council of the City of Huntington Beach Amending Its Deferred Compensation Plan." Submitted by the Acting Administrative Services Director [Approved 6-0 (Julien: Absent)] E-9. (City Council) Accept Progress Report On The „Mobile Home Advisory Board (430.80) - Receive, review and file the report and accept the report as complete - Report To The City Council On the Activities And Actions Of The City Of Huntington Beach Mobile Home Advisory Board. Submitted by the Economic Development Director [Approved 6-0 (Julien: Absent)] E-10. (City CouncillRedevelopment Anoncv) Approve Continuation Of Mortuane Credit Certificate (MCC Program In Cooperation With County Of Orange (600.25) - Approve the continuation of the Mortgage Credit Certificate Program in cooperation with the County of Orange, as set forth in Resolution No. 97- 001 adopted by the City Council on January 6, 1997. Submitted by the Economic Development Director [Approved 6-0 (Julien: Absent)] E-11. (City Council) Employee Classification And Compensation Studv -Approve Consultant Agreement - Between City & Johnson & Associates (600.10) -1. Approve the selection of Johnson and Associates to perform a limited classification and compensation study for a cost not to exceed $50,000, and approve and 2. Authorize the Mayor and City Clerk to execute a Professional Services Contract Between The City Of Huntington Beach And Johnson & Associates For Classification And Compensation Study. Prepared by the Acting Director of Administrative Services 0 6 RCA ROUTING SHEEN, -fa/,4� INITIATING DEPARTMENT: ADMINISTRATIVE SERVICES RSONNEL SUBJECT: CLASS & SALARY SILIaY - RFP COUNCIL MEETING DATE: September 8, 1998 RCA, ATTACHMENTS,:: ,STATUS Ordinance (wlexhibits & legislative draft if applicable) Not Applicable Resolution (wlexhibits & legislative draft if applicable) Attached Tract Map, Location Map and/or other Exhibits Not Applicable Contract/Agreement (wlexhibits if applicable) (Signed in full by the City Attomey) Not Applicable Subleases, Third Party Agreements, etc. (Approved as to form by City Attomey) Not Applicable Certificates of Insurance (Approved by the City Attorney) Not Applicable Financial Impact Statement (Unbudget, over $5,000) Not Applicable Bonds (If applicable) Not Applicable Staff Report (If applicable) Not Applicable Commission, Board or Committee Report (If applicable) Not Applicable Findings/Conditions for Approval and/or Denial Not Applicable EXPLANATION'FOR'MISSING,ATTACHMENTS. = REVIEWED.: ' RETURNED .. FOR ED Administrative Staff ( ) { ) Assistant City Administrator (Initial) { ) { ) City Administrator (Initial) ( ) { ) City Clerk ( ) EXPLANATION. FORS RETURNOF ITEM:. Joki S SSOCIATES City of Huntington Beach JOB ANALYSIS QUESTIONNAIRE DATES Return to Supervisor: Return to Dept. Head: Return to Personnel: A. Name (Last) B. Current Classification Title Would you like to be interviewed regarding your classification? Yes ❑ No ❑ If yes, Individual Interview ❑ Group Interview[] if yes, indicate reason and preference: Function/Duty Change ❑ Salary Issue ❑ Title Change ❑ Other ❑ I - IDENTIFYING INFORMATION (First) C. Department Division D. Total Length of Time with Organization E. Length of Time in Current Position F. Assigned Hours/1Veek G. Assigned Days/Week H. Work Address and Telephone Number (years) (years) from I. Name of Immediate Supervisor J. Classification Title of Immediate Supervisor II - PURPOSE OF YOUR POSITION (Middle Initial) to (months) (months) 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. Q1998 Johnson A Associates All Rights Reserved 1 III — IMPORTANT AND ESSENTIAL DUTIES In this section, please identify up to five or six major components of your job. For each major component, then list the important duties you perform. 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 an action word, such as type, clean, collect, supervise, prepare, or similar verbs. After you have listed the duties, rate each duty statement for relative frequency using the scales provided and estimate the percentage of time spent on each major component of your job annually. Column 1: Relative Frequency Code Relative Frequency Code Performed once or more daily D Performed one or more monthly M Performed once or more weekly W Performed once or more yearly Y Column 2: Time Spent: Please estimate percentage of time you spend on this duty on an annual basis. Assume performance of all duties equals 100 percent. Column 3: E (Essential): Duty is critically important to achieving the job's overall purpose. S (Secondary): Duty is performed infrequently, or it could be assigned to another job, or it could be eliminated altogether without affecting this job's overall purpose. IMPORTANT AND ESSENTIAL DUTIES Freq. Code % Time E/S 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 01998 Johnson & Associates All Rights Reserved ` IMPORTANT AND ESSENTIAL DUTIES Freq. Code % Time E15 12. 13. 14. 15. 16. 17. 1 18. 19. 20. 2I. 22. Attach additional pages as necessary. IV — DUTIES ADDED TO YOUR JOB IN THE LAST YEAR Identify each duty in Section III which has been added to your job in the last year. Please list below the number(s) which corresponds to each of those duty statements (e.g., #3, #6) L - I t I ®1998 Johnson & Associates All Rights Reserved 3 • -f1 ti! V — JOB RELATED QUALIFICATIONS JOB RELATED QUALIFICATIONS: Please list the knowledge, skills and abilities that are: 1. NecessgEy for 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 may 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 which 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 M (Please Identify the duties from Section III by Number.) I. 2. 3. 4. 5. 6. 7. S. ®1998 Johnson & Associates All Rights Reserved 4 ESSENTIAL KNOWLEDGE, SKILLS AND ABILITIES STATEMENTS ` Duties from Section III (Please Identify the duties from Section III by Number.) 9. 10. 11. 12. 0. 14. 15. 16. 17. 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 one box. ❑ Computer skills are not required on a regular basis. ❑ Work requires computer skills for basic data entry and retrieval. This includes, for example, checking electronic mail or entering/viewing listing information in a database. ❑ Work requires using computer skills at an intermediate level. This includes, for example, generating word processing letters/reports, creating simple graphics, preparing basic spreadsheet reports, creating simple macros, mounting tapes and/or operating printers and other peripheral devices. ❑ Work requires advanced computer skills. This includes, for example, writing complex word processing and spreadsheet macros, programming in an application language, creating complex graphics/presentations, training users on- complex systems, developing complex user documentation, limited systems design and/or trouble shooting maintenance of hardware. ❑ Work requires expert -level computer skills. This includes, for example, developing the design specifications for complex software, doing complex systems design/analysis, installing/maintaining mainframe hardware, serving as a system administrator for a large network and/or overseeing an operations center. C1998 Johnson & Associates All Rights Reserved 5 VII - EDUCATION & EXPERIENCE A. Education —What minimum Ievel of education is needed to satisfactorily perform your job? (Not necessarily your background.) ❑ Read and write; no specific requirements j 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 minimum amounts of experience is needed to enter your position? years- How many years of prior related experience did you have when you were placed in your current job?_ 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, VI, Y) and estimate the total amount of time spent (total = 100%). NIACHINE/EQUIPMENT REQUIRED DOCUMENTATION Relative Frequency Total Percent of Time Spent 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 01998 Johnson & Associates All Rights Reserved 6 IX — SUPERVISION EXERCISED A. Do you exercise supervision over any employees? ❑ Yes ❑ No B.' If yes, please check the definition which best describes the type of supervision you exercise and the names and classification/job titles of the employees whom you supervise. ❑ TeChnical and Functional (Lead Worker) — You are responsible for prescribing procedures, methods, materials and formats used in recurring projects of particular areas] 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, are responsible for the administration of line personnel functions including selecting, discipline, grievances, and formal performance evaluations. Employee tiame ClasslJob Title C. If you checked either of the above, please indicate the nature of group supervised and the number supervised. Full-time 1 Part-time SeasonaVremp Volunteer Contract D. Please clarify your responsibility for the following supervisory responsibilities and decisions. Check the appropriate responsibility description which 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 ❑ ❑ ❑ ❑ ®I998 Johnson & Associates AU Rights Reserved 7 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, Y). You may indicate more than one "purpose of contact' as appropriate. f urp se 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 ' a Tv a 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 ❑ Councils (Type - ) ❑ Board(s) (Type - ❑ Commission(s) (Type - ❑ Committee(s) (Type - ❑ (Specify) ❑ (Specify) 13. 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, 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 ❑ Commirtee(s) (Type - ❑ (Specify) ❑ (Specify) C1998 Johnson & Associates All Rights Reserved 8 XI — ENVIRONMENTAL FACTORS Please identify any unusual working conditions which you are exposed to in the course of your job and indicate the relative code (see below) for each of the applicable conditions. Also indicate from Section III the number(s) of the Duties (i.e., #3, #6) which are related to these working conditions. 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 I 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 with others Work alone I Irregular work hours i Working with machinery Working with or in water Working below ground Work on ladders/scaffolds Vibration Noise Slippery/uneven surfaces Moving *ects/vehicles I Grease and Oils Radiant energy Electrical energy Explosives I Silica, asbestos, etc. I I Dust (specify): Toxic Chemicals (list): Fumes, smoke, gases (list): Solvents (list): Exposure to poisonous animals/insccts i Stress, emergency (specify): i Other factors not listed: ' Check the box that best describes your overall environmental working conditions. ❑ General — Standard setting. ❑ Unpleasant — Moderate exposure to conditions that may be unpleasant but not hazardous; occasional exposure to risks controlled by safety precautions. ❑ Hazardous — Infrequent or moderate risks or discomforts which 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. 01998 Johnson & Associates All Rights Reserved 9 ;) XII - PHYSICAL FACTORS Please identify each appropriate physical activity required in the performance of your job and indicate the relative code (see below). for each activity. Also indicate from Section III the number(s) of the Duties (i.e., #3, #6) which are related to these physical factors. Frequency Codes: I = Infrequent (less than 10°l0) M = Moderate, Average (25% - 50%) S = Seldom, Minimal (10% - 25%) A = Almost Always (more than 50%) Condition Relative Frequency Duties 1 S M A Heavy lifting, 45 lbs._& over Moderate lifting, 15-45 lbs. Light lifting, under 15 tbs. I Heavy carrying, 45 lbs. & over I Moderate carrying,15-45 lbs. Light carrying, under 15 lbs. Pulling Pushing I I Reaching I Use of fingers ' Both hands required I Walking Standing 4 4 I Sitting I f Crawling Kneeling Repeated bending Climbing I Operating of motorized equipment Ability to discharge firearms Speech Visual requirements yr Near vision, i.e., 20 inches or less Mid -range, i.e., more than 20 inches and less than 20 feet ti Distance, i.e., 20 feet or more Color, i.e., ability to identify and distinguish colors y Depth Perception i Repetitive motions Nearing requirements Special Factors not listed: Check the box that best describes the overall amount of physical effort typically required by your job. 0 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. E e ive — 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. 0998 Johnson & Associates All Rights Reserved 10 XIII - MISCELLANEOUS COMMENTS Miscellanegus Comments: Employee Signature: Date: 01998 Johnson do Associates All Rights Reserved 11 IMMEDIATE SUPERVISOR REVIEW 5 Did the employee describe duties and responsibilities accurately and fully? Are there duties mussing? Are there any duties listed which are not a requirement of this position? Please comment. Do not make comments regarding employee performance. , Signature: Date: Classification Title Signature: Classification Title MANAGEMENT REVIEW Date: Do the preceding descriptions and comments by the employee and immediate supervisor(s) describe the position accurately and fully? Please comment. Signature: Classification Title ®1998 Johnson & Associates All Rights Reserved 12 Date: