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105 <br />APPROACH & METHODOLOGY <br />organizational charts, employee rosters, salary schedules, personnel policies, and other <br />tgngxcpv"JT"hqtou"qt"rtqegfwtgu0"OIV"yknn"eqpfwev"c"rtgnkokpct{"tgxkgy"qh"vjg"Ekv{Ҁu" <br />existing system to understand the current framework, identify any inconsistencies or <br />known challenges, and begin shaping the study approach. <br />MGT and the City will also agree upon future communication expectations, including <br />periodic update meetings and project status updates. MGT will maintain regular contact <br />with the City to ensure all components of vjg"uvwf{"ockpvckp"cnkipogpv"ykvj"vjg"Ekv{Ҁu" <br />goals and expectations. <br />1.2 Employee Engagement and Communication <br />MGT offers a variety of communications support to orient employees to study goals. MGT <br />often holds 1-2 orientation sessions with staff to introduce data collection activities, <br />outline expected employee involvement, and provide an overview of the job analysis <br />rtqeguu"vq"gpeqwtcig"uvchh"gpicigogpv0"OIVҀu"hceknkvcvqtu"yknn"rtqxkfg"cp"qxgtxkgy"qh"vjg" <br />Job Analysis Questionnaires (JAQs) process, walk through the form, and answer <br />employee questions. A recorded version of the presentation will be made available to <br />those unable to attend. <br />Following orientation, MGT will distribute JAQs. Messaging will be tailored to the <br />audiences (employees, department heads, and executive leadership) to ensure consistent <br />wpfgtuvcpfkpi"qh"vjg"uvwf{Ҁu"rwtrqug."vkognkpg."cpf"gzrgevcvkqpu0"Vqqnu"oc{"kpenwfg" <br />talking points, email templates, FAQs, and messaging coordinated through internal <br />leadership to build awareness and engagement. <br />Deliverables <br /> Kickoff meeting agenda and summary <br /> Initial data request checklist <br /> Project team communication plan <br /> Employee communication plan <br />TASK 2.0: JOB DATA COLLECTION AND ANALYSIS <br />Activities <br />2.1 Job Analysis Questionnaire (JAQ) Administration <br />Vjku"cevkxkv{"hqewugu"qp"icvjgtkpi"gornq{gg"fcvc"cpf"tgxkgykpi"vjg"Ekv{Ҁu"ewttgpv" <br />classification system to ensure it reflects actual job content and organizational needs. We <br />will take a collaborative, employee-inclusive approach to job analysis using clear <br />structured processes tailored to the size, structure, and operational complexity of the City. <br />MGT tailors the use of the JAQ process to gather any necessary data for study analyses <br />yjkng"okpkok|kpi"kpvgttwrvkqpu"vq"gornq{gguҀ"fckn{"yqtm"tqwvkpgu0"OIV"yknn"kuuwg"LCSu"vq" <br />employees to gather detailed information about current job duties, responsibilities, <br />required qualifications, working conditions, and other factors. This structured input is <br />essential to understanding what work is performed across the organization and provides <br />the basis for job classification and market alignment. The JAQ may be administered via <br />online survey, interview, and/or focus group. <br />Commonly, supervisors review employee-completed JAQs to confirm content accuracy <br />and offer additional context. Supervisors cannot change the employee data; they can only <br />add comments. In addition to the JAQ data review by supervisors, the supervisor JAQ <br />process includes a section in which supervisors may provide further input regarding any <br />CITY OF CENTERVILLE | OCTOBER 10, 2025 <br /> <br />PAGE 10 <br />RFP | CLASSIFICATION, COMPENSATION, AND PAY EQUITY STUDY <br /> <br /> <br />