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review, validation, and some updates, does meet our needs and is usable for the foreseeable <br />34 <br />future. <br />35 <br />36 <br />Items of focus for the 2012 study will include the following: <br />37 <br />Review/ update current position descriptions for changes/ensure compliance <br />38 <br />Verify/calibrate job value internally through assigning points based on standard <br />39 <br />factors <br />40 <br />Provide external labor market survey and supporting data/benchmarks <br />41 <br />Provide system testing-equity/fairness and compliance <br />42 <br />Provide classification ranking/grade updates <br />43 <br />Recommend process updates if any to reclassify, make compensation changes <br />44 <br />validly, add new positions, and manage going forward <br />45 <br />Recommend any policy or procedures for ongoing pay plan administration <br />46 <br />Communication and presentation to both staff and the Council <br />47 <br />48 <br />The City received three proposals which ranged in the description of services extended and the <br />49 <br />costs of services ranging from $21,450 to $31,950. Upon review of each proposal by a <br />50 <br />committee consisting of a representative of each department, it was determined that one <br />51 <br />unanimously stood out as best meeting the needs of the City. The Springsted bid best <br />52 <br />addressed each of the requested items and is the committee’s recommendation for the 2012 <br />53 <br />compensation study. In communication with Ann Antonsen, Springsted’s Vice President and <br />54 <br />project lead for the City’s study, areas of question were addressed and staff was able to <br />55 <br />negotiate a cost savings of $6,010 by not moving to their proprietary job evaluation system and <br />56 <br />involving a complete redesign of the system and every job description, which is unnecessary. <br />57 <br />58 <br />PO <br />OLICYBJECTIVE <br />59 <br />60 <br />The City’s compensation policy objectives include: <br />61 <br />62 <br />Internal Equity – maintaining a compensation and benefit package that is as consistent as <br />63 <br />possible between the City’s three union and two non-union groups. <br />64 <br />65 <br />External Equity- maintaining compensation and benefits packages that are equivalent to <br />66 <br />comparable cities for comparable positions. <br />67 <br />68 <br />BI <br />UDGETMPLICATIONS <br />69 <br />This proposed study will cost no more than $16,500 provided that there are not changes to the <br />70 <br />proposed project. Funding for this is available but was not budgeted for. <br />71 <br />72 <br />Beyond the study costs there will be implementation costs dependent on the outcomes of the <br />73 <br />study that will need funding. The anticipated outcomes, if similar to those found in our last <br />74 <br />study conducted in 2002, will require City Council to commit to budgetary funding moving <br />75 <br />forward. <br />76 <br />SR <br />TAFF ECOMMENDATION <br />77 <br />Staff recommends the Council award the classification and compensation study contract to <br />78 <br />Page 2 of 3 <br /> <br />