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<br /> <br />Understanding the City <br /> <br />Initial MeetinQs Earlv in the Study <br /> <br />)> The consultant will request some time with the City Council, in addition to a general introduction of <br />the study, to hear the Council members perspectives on current classification and compensation <br />practices and also their opinions on which other cities should be selected as a comparison group for <br />market survey data purposes. This meeting would most likely occur during a Council work session. <br /> <br />)> The consultant will also meet with an employee committee, if the City forms such a committee, to get <br />the same type of input asked from the Council. <br /> <br />)> The consultant will also meet with the City Administrator and department heads to get a historical <br />perspective of past classification and compensation practices and again review each step in the <br />proposed work plan. The consultant will ask the management team to serve as an advisory <br />committee on the study. <br /> <br />Study Work Plan <br /> <br />Stell One - Collection of Data and Documentation Required to Perlorm the Studvas Prollosed <br /> <br />)> The consultant will collect and study all available job descriptions, contracts, pay schedules, <br />operating policies, and any other data or documentation deemed useful in performing the evaluation <br />of current practices, including all methods pertaining to the classification of positions and <br />compensation of employees. <br /> <br />)> This step will also include a consulting opinion on the FLSA status of each position included in the <br />study. If the City wishes a legal opinion, that will need to be done by consulting with an experienced <br />employment attorney. <br /> <br />Stell Two - Emlllovee MeetinQs <br /> <br />)> The consultant will hold several employee meetings to answer questions on the study and also ask <br />that a job description questionnaire be completed for each position included in the study. The job <br />description questionnaire process will help ensure that the most current and accurate job content <br />information has been compiled and verified for use by the consultant for the job evaluation process. A <br />copy of the consultant's Job Description Questionnaire (JDQ) is in Section 6 of this proposal. Our <br />JDQ can be completed electronically for ease of review and use in the study. <br /> <br />Stell Three - Review of ExistinQ Job Descrilltions and Comllleted Job Descrilltion Questionnaires <br /> <br />)> The consultant will review completed JDQ's and contact members of the management team on any <br />job content questions that may not be clear enough to use in the job evaluation process. <br /> <br />)> The consultant will also review the format and content of existing job descriptions and make <br />recommendations for changes in format and/or content that will enhance the use of such documents <br />for the many purposes served by job descriptions. <br /> <br />RILEY, DETTMANN & KELSEY LLC <br /> <br />3 <br />