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(Maximus, Riley, Dettmann & Kelsey, and Employers Association) should provide a 32 presentation to the committee as finalists in the bidding process. 33 34 The Employer’s Assoc. (EA) came in with the most bang for the buck and was selected for the 35 2002 compensation study. It was discovered during the presentation that not only does George 36 Gmach have a tremendous amount of public experience thru being a previous co-owner of the 37 Stanton Group, but he also was part of the design committee for the original Stanton survey that 38 was used for market information here at the City for many years. They provided a complete 39 service from start to finish as well as a license to their evaluation system which has been used 40 since 2002 to maintain and evaluate City positions. 41 42 43 2012 EVALUATION OF PROPOSALS 44 45 Unlike the 2002 study staff does not feel that developing a completely new system of evaluation 46 and classifications is necessary. It is felt that our current system while in need of review, 47 validation, and some updates does meet our needs and is usable for the foreseeable future. 48 49 With this study staff recommends utilizing a committee similar to the one used in 2002 to 50 evaluate bids submitted by solicited vendors from the metro area that are known and 51 recommended for their public sector compensation work. The committee would then select the 52 vendor to conduct the study beginning no later than October 1, 2012 to be completed no later 53 th than December 15, 2012. Results of the study would be presented for discussion and action to 54 take place in January of 2013. 55 56 Items of focus for the 2012 study would include the following: 57 Review/ update current position descriptions for changes/ensure compliance 58 Verify/calibrate job value internally through assigning points based on standard 59 factors 60 Provide external labor market survey and supporting data/benchmarks 61 Provide system testing-equity/fairness 62 Provide classification ranking/Grades updates 63 Recommend system updates if any to reclassify/ make comp. changes 64 validly/add new positions and manage going forward 65 66 PO OLICYBJECTIVE 67 Each year the City budgets wage and benefit adjustments for all employees. The adjustments 68 stem from the best information known or anticipated from the metro labor market, labor 69 settlements, and consumer price index. 70 71 The City’s compensation policy objectives include: 72 73 Internal Equity – maintaining a compensation and benefit package that is as consistent as 74 possible between the City’s three union and two non-union groups. 75 76 External Equity- maintaining compensation and benefits packages that are equivalent to 77 comparable cities for comparable positions. 78 Page 2 of 3