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104 <br />APPROACH & METHODOLOGY <br />consultant roles. Our teams adapt quickly to deviations using problem-solving, technology, and <br />flexibility to meet deadlines. We maintain frequent communication through weekly updates and <br />bi-weekly status calls, ensuring transparency and avoiding surprises. <br />MARKET DATA <br />MGT conducts benchmark compensation analyses using Custom Market Surveys. Our surveys <br />assess not only pay, but also compensation philosophies, which are critical to understanding <br />competitiveness and career advancement structures. MGT maintains ongoing relationships <br />with numerous public sector clients, allowing timely access to market data and current industry <br />trends. <br />We also recognize that recruitment markets vary by role. While some positions draw from local <br />talent, others require broader or remote recruitment strategies. Fields like IT, Finance, and <br />Administration often span multiple industries and geographic areas, requiring flexible market <br />comparisons. To ensure accuracy and relevance, MGT uses multiple data sources to validate <br />findings and reflect the real-world challenges of recruiting and retaining talent. <br />ENSURING EQUITY <br />Our team is committed to ensuring equity in the pay structures and compensation systems we <br />recommend to our clients. We know how to help organizations ensure compliance while <br />promoting fair and equitable pay practices. In addition to market factors, MGT also considers <br />cp"qticpk|cvkqpҀu"kpvgtpcn"uvtwevwtg"tgncvkxg"vq"jkgtctej{"cpf"uwrgtxkuqt{"nkpgu"yjgp"fgvgtokpkpi" <br />appropriate placement in a compensation system. We also review each pay range to ensure <br />comparable jobs are assigned, while adjusting for any outliers. Ensuring equity includes <br />guidance for regular reviews, transparent criteria, and ongoing training to promote fairness and <br />inclusivity across all levels of an organization for long-term administration. <br />Proposed Work Plan <br />Vjg"hqnnqykpi"vcumu"tgrtgugpv"OIVҀu"rtqrqugf"yqtm"rncp"hqt"vjku"gpicigogpv0"Vjg"pcvwtg"qh" <br />these tasks requires that some be done sequentially, while others may occur simultaneously. <br />We have specified those areas where the Ekv{Ҁu"kprwv1cuukuvcpeg"oc{"dg"pggfgf0" <br />TASK 1.0: STUDY INITIATION AND COMMUNICATIONS <br />Activities <br />1.1 Project Kickoff, Data Request, and Team Communications <br />MGT will meet with the City to introduce the project team, clarify roles, and confirm study <br />goals and the work plan. This will include a review of data collection activities and <br />expectations relative to the type and extent of employee involvement needed. This <br />ensures that the project goals and expectations are clearly understood and that the study <br />begins with shared understanding and a consistent framework. MGT will also discuss with <br />the City the market goals and the strengths and limitations of the current system. These <br />discussions will provide MGT with an understanding of current concerns and opportunities <br />to address during the study. <br />Deliverables, decision points, and expectations for data submission to support study <br />initiation will also be finalized. MGT will provide a structured worksheet outlining the data <br />needed from City to begin the study, including current job titles and descriptions, <br />CITY OF CENTERVILLE | OCTOBER 10, 2025 <br /> <br />PAGE 9 <br />RFP | CLASSIFICATION, COMPENSATION, AND PAY EQUITY STUDY <br /> <br /> <br />