HomeMy WebLinkAboutContract 21443 CITY SECRETARY 3
aMTRACT NO.-
STATE OF TEXAS §
COUNTIES OF TARRANT AND DENTON §
PROFESSIONAL SERVICES CONTRACT
WHEREAS, the City of Fort Worth has approximately 4,850 employees occupying
positions in 632 job classes; and
WHEREAS, the City of Fort Worth is aware that some questions or problems may exist
with relation to both the classification plans and compensation schedules of these 4,850 City
employees; and
WHEREAS, since resolution of these questions is beyond the current workload capacity
of the Compensation Division of the Human Resources Department of the City of Fort Worth, it is
necessary that the City of Fort Worth recruit consultant assistance to study the current classification
plans and compensation schedules and provide recommendations for their revision; and
WHEREAS,the City of Fort Worth desires to enter into a Classification and Compensation
Study Consultant Contract with Ralph Andersen and Associates to conduct such a study and make
such recommendations;
NOW, THEREFORE, KNOW ALL PERSONS BY THESE PRESENTS:
That for and in consideration of the mutual terms, conditions and covenants contained herein
to be performed by the parties hereto, the City of Fort Worth, hereinafter called "City," acting by and
through its duly authorized Assistant City Manager, Charles Boswell, and Ralph Andersen and
Associates, hereinafter called "Consultant," acting by and through David Eisenlohr, Senior Vice
President, do hereby enter into the following contract and agreement:
Page 1 of 4 OFFM RRON
CITY ME TRY
FT. WORTH, TEX.
1.
Consultant covenants and agrees to conduct a study of the current classification plans and
compensation schedules of approximately 4,850 employees of the City of Fort Worth occupying
positions in 632 job classes; and to provide the City with recommendations for revision of such
classification plans and compensation schedules. In conducting such study and providing such
recommendations, Consultant agrees to perform the services and strive for the objectives outlined in
the proposal request for"Classification and Compensation Study," attached hereto, marked Exhibit
"A,"and incorporated herein. Such services shall be performed in the manner described in their Work
Proposal,,said Work Proposal being attached hereto, marked Exhibit`B," and incorporated herein.
Such study and recommendations shall be in accordance with the highest professional standards
customarily used in the performance of such services.
2.
It is understood and agreed that Consultant shall perform the services described in Paragraph
1, above, and that as consideration for the performance of such services, City shall pay to Consultant
an amount of money equal to the costs as specified by the Consultant in their Cost Proposal dated
June 30, 1995 attached hereto and marked Exhibit"C". In this connection, Consultant shall bill the
City on a monthly basis for work completed by the Consultant's staff. City shall not be liable to
Consultant for profits. In no event shall the amount paid to the Consultant by City exceed the total
sum of One Hundred Forty-One Thousand Five Hundred Dollars($141,500.00).
3.
It is understood and agreed that Consultant shall operate hereunder as an independent
contractor, and not as an agent, servant or employee of the City of Fort Worth; that Consultant shall
Page 2 of 4
have exclusive control of and the exclusive right to control the details of the services to be performed
hereunder and shall be solely responsible for the acts and omissions of its officers, agents, servants,
employees, contractors and subcontractors; that the doctrine of respondent superior shall not apply
as between the City and the Consultant; and nothing herein shall be construed as creating a
partnership or joint enterprise between City and the Consultant.
4.
Consultant covenants and agrees to, and does hereby indemnify, hold harmless and defend,
at its own expense, the City of Fort Worth, its officers, agents, servants and employees from and
against any and all claims or suits for property damage and/or personal injury, including death, of
whatsoever kind or character, whether real or asserted, arising out of or in connection with the
execution, performance, attempted performance or non-performance of this contract by Consultant,
its officers, agents, employees, contractors and subcontractors; and Consultant hereby assumes all
liability and responsibility for any and all such claims or suits.
5.
If Consultant has or claims any immunity or exemption (statutory or otherwise) from and
against liability for property damage/or personal injury(including death), Consultant hereby expressly
waives its rights to plead defensively such immunity or exemption against City.
G.
Consultant agrees to comply with all laws, federal, state and local, including all ordinances
of the City of Fort Worth, all rules, regulations and requirements of the Human Resources
Department, and any other regulations of any municipal authority of the City of Fort Worth.
Page 3 of 4
n -- n 41'%
EXI-UBIT A
REQUEST FOR PROPOSAL
STUDY OF CURRENT CITY OF FORT WORTH
CLASSIFICATION AND COMPENSATION PLAN
You are invited to submit a proposal for a study and revision of the
City of Fort Worth's Classification and Compensation Plans . Proposals
must be submitted no later than June 30, 1995 .
The attached information provides detailed instructions for submittal .
The proposal should contain an outline of your planned approach for
{
performing the study, including your methods for analyzing the current
classification and compensation systems and suggested alternatives,
and anticipated sources of basic information. The proposal should also
include a statement of the consultant's capabilities and previous
experience related to studies of the type under consideration.
The proposals should be mailed or delivered to Mr . Jim Ancy, Chief of
Compensation, Human Resources Department, 1000 Throckmorton Street,
Fort Worth, Tx. 76102 .
If you should have any questions, call Mr . Jim Ancy at 817-871-7757 or
Mr. Charles Boswell at 817-871-8511 .
Sincerely,
Charles Boswell
Assistant City Manager
REQUEST FOR PROPOSAL
STUDY OF CURRENT CITY OF FORT WORTH
CLASSIFICATION AND COMPENSATION PLAN
The City of Fort Worth is soliciting proposals for conducting a study
and revision of its Classification and Compensation Plans.
BACKGROUND
The City of Fort Worth has approximately 4,850 employees occupying
positions in 632 job classes . The Classification and Compensation Plan
overing these job classes was last reviewed and revised by an outside
consultant in 1976. Since that time the system has been maintained by
Human Resources staff members assigned to the Compensation Division.
This responsibility includes maintenance of the plans, recommendations
for establishment of new classes, validation of existing minimum
qualifications for employment , development of new job descriptions and
classifying new positions both regular and grant funded. Due to
reductions in staff in recent years there are currently only two staff
members assigned to this function. Under their current workload they
are only able to keep up with the daily maintenance of the plans and
do not have sufficient staff or time to conduct an overall study.
Recognizing it has been nineteen years since the last outside study,
the need for a new study is evident . The Compensation Plan is
maintained by two staff members, a Compensation Analyst and the Chief
of Compensation.
Review of the classification and compensation plans are conducted
annually. Each year the Human Resources Department collects survey
data for approximately 100 benchmark job classes . Survey data for some
100 - 150 job classes is available from surveys conducted by other
1
organizations in which the City participates . Survey data is gathered
from the metroplex, the state and nationally depending on the level of
job class surveyed i .e. clerical , technical , service and trades
classes - locally; professional and administrative classes - metroplex
and state; management - nationally. This survey data is then used in
salary range calculations which becomes the basis for salary increase
and range change recommendations.
CURRENT PROBLEMS
',The Human Resources Department is aware that a number of questions or
problems may exist with relation to both the Classification and
Compensation plans . Resolution of these questions is beyond the
current workload capacity of the staff . For this reason we believe
that consultant assistance is needed to study the current plans and
provide recommendations for a revision. Following are examples of some
of the more evident problems with the current plans .
1 . PROPER CLASSIFICATIONS
Questions have arisen concerning proper classification of some job
classes . Human Resources has identified a number of jobs which appear
to be out of line; however, others may exist.
2. OUTSIDE STUDY
The last classification and compensation study was conducted in 1976.
Many changes have occurred in the human resources field and in other
organizations during that period of time with the development and
implementation of new or modified plans . Implementation of one or more
of these plans could be of considerable value to the City.
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3 . TURNOVER RATE
The turnover rate for general employees has increased dramatically
since last year. The projected turnover rate for this fiscal year is
11. 6 percent , an increase of 3 .1 percent over last year. A turnover
rate over 10 percent is cause for considerable concern.
4. ATTRACTING APPLICANTS AND RETAINING EMPLOYEES
The higher turnover rate is an indication of further problems . We are
having considerable difficulty hiring applicants in certain classes
'and in retaining experienced employees in many classes . These
additional problems cause an increase in the cost of city operations.
5 . SALARY RANGES
A thorough study of our salary ranges with relation to external
organizations is absolutely necessary if we are to attract and retain
the type of City employees necessary to meet current demands . We must
have excellent employees if we are to maintain a lean and cost
effective organization.
STUDY OBJECTIVES
The nature of the existing questions and problems will require studies
and recommendations in several phases .
Phase One should consist of an analysis of problem areas and a general
plan for a solution. The consultant will be required to present and
discuss their findings in each area of study at the completion of
Phase One.
Phase Two should consist of the development of recommendations and a
plan for implementation.
3
TASK DEFINITION
The following task definition, objectives and anticipated results are
provided for the purpose of consultant evaluation and cost analysis :
I . Study of the Entire Classification Plan
The City of Fort Worth has approximately 4, 850 active regular
employees filling positions in 632 job classes . Approximately 1 , 700 of
these are uniformed civil service police and fire employees in 12 job
classes which are relatively easy to track and maintain due to readily
available survey data and restrictions of state law. This leaves 3 ,150
regular employees in 620 classes to be considered in the study.
This system is maintained by a staff of two professionals . This
responsibility includes maintenance of the plans , recommendations for
establishment of new classes , validation of existing minimum
qualifications for employment , development of new job descriptions and
classifying new positions both regular and grant funded. Although we
are generally satisfied with the current plan, the Human Resources
Department believes that there are too many classes (i . e. splinter
classes) , some classes are not needed and some classes are out-of-line
and require a more detailed study.
Some problem areas have been identified as in need of review and
analysis to determine a suitable course of action. A list of these
problem areas will be provided to the consultant .
A. Task Objectives
To provide recommendations for revision of the City' s current
classification plan or verify the validity of the present plan,
methods and procedures which constitute the total system.
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B. Task Requirements
The consultant will be expected to conduct a desk audit of
approximately 10% of the total positions to determine if they are
properly classified. The desk audit would involve a complete job
analysis of each 'of these positions to determine if job descriptions ,
minimum qualifications and job classification procedures are correct .
A considerable amount of information is currently available with
relation to the positions to be studied.
the consultant will also be expected to investigate alternative
classification plans such as broadbanding that could replace or
supplement the City's current classification plan.
C. Anticipated Results
1. Recommendations for revision or replacement of the current
classification plan, if necessary .
2 . Recommendations for a revision or replacement of our current
classification philosophy and procedures, if required.
II . Study of Survey Data Used for Analysis/Recommendations
The Human Resources Department currently uses survey data on
approximately 100 benchmark classes for comparison. The benchmark job
classes cover all job categories from management to labor. Included in
these benchmark classes are job classes peculiar to City government .
At the present time we obtain survey data at the local , state and
national level depending on the level of job class .
A. Task Objectives
To determine if the current survey data used is appropriate for the
City and recommend changes if not .
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B. Task Requirements
The consultant will be expected to evaluate the current survey
methodology , comparability and procedures .
C. Anticipated Results
1. Verification of the . comparability of our survey data or
recommendations for changes in our survey system.
3 . Verification or revision of current methods and procedures used in
,our survey system.
F
4. Study of the Compensation Plan
The current compensation plans covers all city employees from
entry-level labor classes to the City Manager. The current system
includes similar but separate plans for management, professional ,
administrative, clerical , technical , service and trades .
A. Task Objectives
To determine if the current compensation plans are appropriate or
recommend revision or replacement if they are found to be inadequate.
B. Task Requirements
The consultant will be expected to analyze suspected or potential
internal and external inequities that may be associated with the
current compensation plans . Equity , in this case, refers to both
internal equity between positions and external equity to similar/same
positions in the relative job market.
The consultant should also plan to devote additional study to
non-traditional compensation approaches such as gainsharing, bonus pay
and competency pay.
C. Anticipated Results
6
1. Identification of existing inequities between the compensation
plans and recommendations for revision.
2 . Identification of existing inequities within the compensation plans
and recommendations for revision.
3 . Recommendations for revision or replacement of existing
compensation plans.
IV. Methodology
,The consultant will be asked to submit in the proposal a detailed
f
`description of their approach to each of the problem areas identified.
Included in the proposed approach and work schedule would be a time
table indication when each major task would be performed and an
estimate of the length of time required to complete each segment of
the overall project .
V. Anticipated Products
The objectives of this project are to have the consultant provide
specific findings, conclusions and recommendations relative to the
five problem areas identified. It is anticipated that at the
conclusion of the fact-finding phase (Phase One) , the consultant would
present preliminary findings and recommendations to city management
for their discussion, comments and feedback. Following this meeting,
the consultant would be in a position to finalize recommendations and
prepare a formal oral and written report to the City Manager and City
Council . Included in this final report will be a proposed
implementation schedule that will relate to the specific
recommendations and outline the consultant's suggested approach to
implementation.
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VI . Background and Experience of the Company and Staff
The City requests that each consulting firm that responds to this
request for a proposal provide as a part of their response an
explanation of the firms experience regarding this particular type of
assignment and an outline of the qualifications of the staff that
would be assigned to perform the project .
VII . Administrative Requirements - Timetable for the Selection of the
Firm
''he proposal shall be submitted in two parts - a work proposal and a
cost proposal . Ten (10) copies of each shall be mailed or delivered to
Mr. Jim Ancy, Chief of Compensation, Human Resources Department , City
of Fort Worth, 1000 Throckmorton, Fort Worth, Tx. 76102 on or before
June 30 , 1995 . Notification of the final selection will be provided to
all firms submitting proposals .
VII . Criteria for Evaluation and Selection
Consultant selection will be based on the following criteria:
1. Understanding of the City's problem as reflected in the proposal .
2. The firm' s past experience and qualifications in the areas to be
covered.
3 . Qualifications of personnel assigned to the project .
4. General background information as provided by the consultant .
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EXHIBIT B
Ralph Andersen
& Associates
3860 West Northvrest Hwy.
Suite 230
Dallas, Texas 75220
(214) 956-7097 (phone)
(214) 351-4471 (fax)
Internet Access
rraaonnamp.net (e-mail)
http://rampages.onramp.netl—raa (World Wide Web)
June 29, 1995
WORK PROPOSAL
CLASSIFICATION &
COMPENSATION STUDY
City of Fort Worth
Sacramento E Dallas M Newport Beach
rh
R a 1 p ii A i e r s e n
Associates
June 29, 1995
Mr. Jim Ancy
Chief of Compensation
Human Resources Department
City of Fort Worth
1000 Throckmorton St.
Fort Worth, TX 76102
Dear Mr. Ancy:
Ralph Andersen & Associates is pleased to submit this proposal to help the City
of Fort Worth design and implement a new classification and compensation system.
Our proposal provides you with a thorough briefing on our understanding of and
approach to the project, and is based upon:
• A careful review of the city's Request for Proposals
• Our discussion with you regarding the background of the study and the city's
goals and objectives for the project
• The firm's current and recent past involvement with multiple public sector
clients in the development of innovative and non-traditional approaches to
pay delivery and performance management in the local public sector
• The unmatched expertise of our staff as consultants, analysts and managers,
and our track record in successfully conducting directly-related studies for
city and state governments nation-wide
• Our proven capabilities in working effectively with governing bodies,
executive management staff and individual employees.
Additionally, we have engaged Southwestern Diversity Management Group to assist
us with this project. The staff from SDMG will provide data collection, analytical
and technical support to the staff of Ralph Andersen & Associates throughout the
course of the study. Principals of the firm have extensive backgrounds as local
government management practitioners and consultants, and have worked on a
number of associated projects throughout the Dallas/Fort Worth area.
In its 23 year history of service to local government, Ralph Andersen& Associates
has conducted hundreds of personnel systems studies, organizational analyses and
related consulting assignments for cities, counties, special districts, school systems
and other units of local government.Our results-oriented approach and methodolo-
S a c m e n 1 0 D a I I a s N e w p c r- t B e a r
Mr. Jim Ancy
City of Fort Worth
Classification & Compensation Study
Page 2
gies produce recommendations that are directly responsive to our clients' needs
and that are easily implemented and maintained over time. Because we tailor our
methodologies to meet the particular needs of our clients, our approach facilitates
the development of classification and compensation systems which complement the
diverse and innovative styles of all types of organizations.
We look forward to your favorable consideration of this proposal and to the
opportunity to work with the City of Fort Worth on this critical assignment. Our
national reputation and specific experience, combined with our hands-on approach
to consulting and project management, assures the city of the finest possible results.
Should you have any questions, or if we can provide further information, please
feel free to contact David Eisenlohr, Senior Vice President, or Justin Johnson,
Consultant, both of our Dallas office, at (214) 956-7097.
Respectfully submitted,
64�LZt-
RALPH ANDERSEN & ASSOCIATES
TABLE
OF CONTENTS
PAGE
EXECUTIVE SUMMARY i
SECTION I-THE PROJECT
The Assignment in Perspective I-1
Study Background I-2
Scope & Objectives I-2
Involvement & Participation I-3
End Products & Deliverables I-5
Consulting Methodologies I-7
Workplan I-11
Phase I - Assessment & Findings I-11
Section 1 - Project Planning I-11
Section 2 - Classification I-14
Section 3 - Pay Delivery I-21
Phase II - Recommendations & Implementation I-26
Section 1 - Implementation & Presentation of
Results I-26
Section 2 - Training I-28
Project Schedule I-29
SECTION II-QUALIFICATIONS
Corporate Qualifications II-1
The Firms II-1
Practice Areas II-2
Local Government Consulting Services II-5
Project Management & Staff II-9
Project Organization II-9
Project Staff II-9
Experience & References II-23
Projects & References II-23
APPENDICES
Appendix A-Job Analysis Questionnaire A-1
Appendix B-Ralph Andersen & Associates' Point Factor
Job Evaluation System B-1
Appendix C-Client List C-1
EXECUTIVE
SUMMARY
Ralph Andersen & Associates has prepared a detailed response
to the City of Fort Worth's Request for Proposals. To assist in the
review of our response, this Executive Summary of the key aspects
of Ralph Andersen & Associates' project plan has been prepared.
More specifically, the Executive Summary provides an overview of
the following:
• Study Background
• Project Organization & Management
• Methodologies
• Workplan
• Project Schedule & Budget
• Study Results
• Why Select Ralph Andersen & Associates?
Study Background
The City of Fort Worth has not conducted a comprehensive
classification and compensation study in almost 20 years and
recognizes that a number of specific issues have developed in that
time related to its personnel systems. Additionally, some of the
most recent innovations in the human resources industry are not
reflected in the current methodologies utilized by the organization.
The city employs approximately 4,850 staff members allocated to
632 job classifications. Of this group, 3,150 are civilian employees
and will be included in the project contemplated by the organiza-
tion. These 3,150 employees represent about 620 classifications.
Fort Worth recently distributed a Request for Proposals which
defined a number of specific objectives and tasks to be completed
by the consulting firm engaged for this comprehensive classification
and compensation study. In overview terms, the city is interested
in having the consultant conduct a complete job analysis process of
relevant job classes, revise the structure and methodologies utilized
to classify jobs within the organization, review market compensa-
tion analysis processes and validate or recommend revisions to the
city's current practices, develop revised internally and externally
equitable compensation plans for all relevant groups of city job
i
classes, and develop an implementation strategy for those revisions
recommended by the consultant for the city.
Project Organization & Management
Having responsively served our clients since 1972, Ralph Andersen
& Associates has developed a proven approach to management
consulting in the local public sector. Our approach is client-focused
and blends the creativity and professional competence of our
consulting staff with a comprehensive study approach, effective
communication, and a genuine concern that the results of our work
produce responsive and practical solutions.
For the conduct of this study for the City of Fort Worth, we have
engaged the assistance of Southwestern Diversity Management
Group to conduct a number of the analytical and technical
workplan tasks. SDMG's participation will be managed and
primarily conducted by a principal member of that firm.
The overall project team from the two firms assigned to the City of
Fort Worth study will include a senior, experienced Project
Manager from Ralph Andersen & Associates, and professional
consulting staff who have extensive backgrounds in conducting
personnel management studies for local governments in the State
of Texas, and throughout the rest of the United States.
Methodologies
Ralph Andersen & Associates' proposed approach to the develop-
ment of modernized classification and compensation systems for
the City of Fort Worth is based on the most recent concepts of
innovative personnel system practices. The proposal relies on the
following proven technical methodologies:
• Data collection checklists
• Management meetings
• Job analysis questionnaires
• Job analysis interviews
• Compensation policy analysis
• Compensation data analysis
• Pay delivery system design
• Implementation strategy analysis.
ii
These methods will allow the consulting team and city staff to
identify and define organizational objectives and priorities, and
then develop supporting and tightly integrated classification and
compensation systems which will meet the needs of the city.
Vlbrkplan
This proposal includes a comprehensive step-by-step workplan. The
workplan is divided into two distinct phases, each containing the
individual steps required for successful project completion. The
workplan will serve as a guide to the project consultants as well as
city staff by outlining the chronological sequence of the study
process. The workplan is divided into two main phases, Assessment
& findings, and Recommendations & Implementation (as outlined
in the city's RFP), which are further divided into individual
sections: Project Planning,Classification,Pay Delivery, Implemen-
tation & Presentation of Results, and Training. The workplan
encompasses all those tasks and subtasks required to successfully
complete the classification ;.ind compensation study in a highly
interactive manner.
Project Schedule
Ralph Andersen & Associates is prepared to begin the City of Fort
Worth project within two weeks of contract avwti ard. All phases and
tasks of the study can be completed within 36 weeks of project
initiation. A timeline indicating the approximate length of time
required for each task to be completed is also displayed in the
proposal. Professional service fees and expenses are detailed in a
separate companion document.
Study Results
• Identification and documentation of classification and
compensation philosophies
• Complete draft and final report documents
• Significant involvement and participation by city staff at all
levels
• Job analysis and classification review based on thorough data
collection
• Appropriate and consistent employee allocations
• Revised class specifications
• Installation of a systematic job evaluation system
Hi
• Analysis of labor market salary data and collection method-
ologies
• Innovative pay delivery systems based upon recent human
resources management practices
• Administrative and structural analysis of various compensa-
tion systems
• Implementation alternatives and cost analysis
• Complete, Windows•-based tools for system maintenance
and administration
• On site systems training for city staff.
Why Select Ralph Andersen & Associates?
Beyond the specific compliance with the city's proposal require-
ments, there are a number of important reasons for selecting Ralph
Andersen & Associates. Some of these include:
• We have a successful, verifiable track record in perform-
ing directly-related studies for municipalities and other
units of local government in the State of Texas and across
the United States
• The staff we will assign to this study are all experienced,
capable consultants. All of them have had recent, sub-
stantial involvement in directly comparable consulting
assignments for state and local governments
• All project staff, including the Project Manager, will be
directly and personally involved in the assignment
• In addition to written report documents, we will deliver
Windows® compatible software to assist the city in the
ongoing maintenance of the new and updated personnel
systems.
iv
SECTION I
The Project
THE ASSIGNMENT
IN PERSPECTIVE
This section of the proposal presents Ralph Andersen &
Associates' understanding of the study background, the city's
principal objectives and a review of the scope of work required to
complete the assignment. We have had an opportunity to review
the Request for Proposals in detail and to discuss the project with
the Chief of Compensation, Mr. Jim Ancy. This section of the
proposal, therefore, is not meant to simply repeat the information
supplied by the city, but instead to confirm our understanding of
the assignment and to establish the foundation for the detailed
study workplan presented subsequently.
Study Background
The City of Fort Worth is the western anchor of the Dallas/Fort
Worth Metroplex in north Texas. The city operates under a strong
Council/Manager form of government with a Mayor and eight-
member City Council establishing policy, and an appointed City
Manager administering and managing the organization. To serve
the population of approximately 450,000, the city organization
employs approximately 4,850 staff members allocated to the full
range of municipal services and operations.
The city last conducted a comprehensive classification and
compensation study in 1976 which established the current personnel
systems and methodologies used by the organization. Updates and
individual revisions have been implemented by internal Human
Resources staff since the plan was developed, but no outside,
independent analysis has been undertaken to comprehensively
address issues related to the classification and compensation
systems which have accumulated in the past twenty years. Some of
these issue areas include:
• Internal equity
• Market competitiveness
• Employee recruitment and retention
• Modernity of personnel management practices.
I-1
Perhaps most significant of these issues are those related to
attracting and retaining good quality employees in the organization.
The city has experienced a significant increase in its staff turnover
rate in recent years, and is also having difficulty recruiting new
employees to positions in certain departments and functional units.
These problems combined are probably at least partially attribut-
able to market competitiveness. A substantial amount of time and
energy within this project will be devoted to addressing this topic,
and developing a market competitive and internally equitable pay
structure which will improve the organization's ability to recruit
good quality employees, and keep them within the organization
once they are on-board.
Scope & Objectives
It is anticipated that the proposed study for the City of Fort Worth
will involve all of the 3,150 staff members not categorized as
uniformed civil service police and fire employees. This former
group of employees represents 620 job classes which will be the
subject of the consultants' analysis. In order to meet the goals of
the study, we have prepared a workplan which is designed to
achieve the following overall objectives:
• Conduct a job analysis process including a representative
sample of city employees to develop a sound understanding of
the city's classification structure
• Revise the city's class specifications appropriately based upon
the job analysis results
• Make recommendations for revising the classification structure
to reflect the current responsibilities, duties, qualifications and
conditions of each job, and to implement modern human
resources management processes
• Review the methodologies and information utilized by the
organization for market analysis purposes, and assess the
external competitiveness of the city
• Analyze the city's compensation plans and make recommenda-
tions to revise them as appropriate to ensure internal and
external equity and validity
• Study and recommend as appropriate non-traditional compen-
sation approaches and practices
I-2
• Analyze implementation alternatives and costs for adopting the
classification and compensation recommendations, and prepare
a specific strategy for the implementation of the new plan
• Conduct on site training for designated city staff in compensa-
tion and classification plan administration.
The workplan outlined later in Section I has been prepared to
satisfy each of these objectives in a complete, responsive and highly
professional manner.
lrnrohnement & Participation
Ralph Andersen & Associates' experience has proven that success-
ful consulting assignments are always characterized by a high level
of personal interaction between the consulting team and the
members of the client organization. Our workplan provides for the
involvement and participation of the city's governing body, adminis-
trative and management staff, and general employees, as described
below:
City Council
The precise involvement of the members of the City Council will
be determined after award of the contract and consultation with
the appropriate city staff. At a minimum, the elected officials will
receive a thorough review of the results of the study, including
descriptions of the study process, methodology, findings and
recommendations for the new systems and their administration.
If desired, the consulting team will also conduct an initial meeting
with the Council members to review the scope of the project and
identify specific compensation and classification concerns.
City Manager & Assistant City Manager
The proposal assumes that Mr. Robert Terrell, the City Manager,
is the principal client of the engagement. As such, he will be
involved in setting the overall direction for the assignment, will
participate in key study progress meetings, and will provide signifi-
cant policy direction as required throughout the study process.
Mr. Charles Boswell, the Assistant City Manager over the Human
Resources Department, will exercise a similar role within the
scope of the project.
1-3
Chief of Compensation
It is anticipated that Mr. Jim Ancy, the Chief of Compensation,
will be the key study contact for this assignment. Mr. Ancy will be
responsible for coordinating the conduct of the study and serve as
the day-to-day liaison for the consulting team. He will be directly
involved in all aspects of the study from start to finish, including
participation in the initial project meetings and briefings, and
meetings with project consultants throughout the project to discuss
study progress. He will be provided an opportunity to review and
comment on all study results and recommendations prior to the
preparation of final reports.
Management Staff
All management staff of the city will be involved in the study by
participating in an initial briefing session with the consultants, and
by meeting individually with the consultants to review the scope
of their operations and discuss specific compensation and
classification issues. In addition, at the discretion of the appropri-
ate staff members of the organization, executive level manage-
ment staff may be provided an opportunity to review and
comment on all draft study recommendations and findings.
Employees
All city employees will be provided with an opportunity to partici-
pate in the study by attending an initial briefing session with the
consultants and completing a job analysis questionnaire. A
representative sample of employees will participate in job analysis
interviews to ensure that the consultants develop a full and
precise understanding of all city jobs included. In addition, all em-
ployees may have the opportunity to participate in an optional
review process to provide feedback regarding their assigned
classifications and the corresponding class specification.
The project workplan anticipates only limited requirements for
direct city support of the project. Ralph Andersen & Associates will
be responsible for all clerical services and support, report prepara-
tion, duplication and binding. The city will be expected to make
staff available to participate in meetings, briefings, interviews and
product review sessions from time to time throughout the study
process. In addition, the city's project liaison staff will be expected
to assist in the coordination of meetings and interview schedules,
for distribution of draft and final report documents to the appropri-
ate officials and staff, and related support activities. The consultant
team will also require office space in which to conduct meetings
and interviews during the job analysis phase of the study.
14
End Products & Deliverables
The city will be left with a complete understanding of all findings
and recommendations through comprehensive written reports and
presentations. All products will integrate modern human resources
management practices with Ralph Andersen & Associates' tailored
methodologies to develop the study products. Specific deliverables
include:
• Classification Manual
- class concepts and methodology used to develop classifica-
tion system
- list of class titles
- revised class specifications
- allocation list assigning each employee included in the study
scope to a revised job class
• Job Evaluation Manual
- description of job evaluation system
- description of the factors and factor levels
- information on maintaining and updating the system
- documentation of each job class rating
• Draft and Final Compensation Reports
- job evaluation or internal comparison results
- results of the market data analysis
- salary range recommendations for all job classes
- administrative guidelines
- implementation alternatives and costs.
• Staff training in the administration and maintenance of the
revised compensation and classification systems
• Comprehensive, Windows compatible spreadsheet software for
ongoing system implementation, administration and mainte-
nance
• Written monthly project status reports
• Presentation, discussion and review of draft study findings and
recommendations
• Formal presentations of all study products and
recommendations to the City Council, senior management and
administrative staff, and others as appropriate.
I-5
CONSULTING
METHODOLOGIES
Raiph Andersen & Associates and Southwestern Diversity
Management Group will apply several technical and consulting
methodologies in developing revised and updated compensation
and classification systems for the City of Fort Worth. Each of the
methodologies has been successfully employed by the firms in
numerous previous studies and are described briefly below.
Data Collection Checklists
The consultant team will
identify a wide range of
data that will be collected
as a part of the study. A
listing of the types of data
that will be collected is
provided in the workplan.
Of critical importance is
all documentation con-
cerning the policies, ob-
jectives and methodolo-
gies related to the classifi-
cation and compensation systems. To speed the collection of data,
the consultant team will provide the city with a complete list of
items needed upon initiation of the project.
Job Analysis Questionnaires
The job analysis question- Job Analysis Questionnaires
naire provides an oppor-
tunity for all employees
to document the responsi-
bilities of their positions. _
In addition, the question-
naire is designed to re-
cord data regarding other
job related information
such as the knowledge,
skills, abilities and physi-
cal and mental re-
quirements necessary to
I-7
perform the work, as well as supervisory, managerial and budgetary
responsibilities. The questionnaires will be reviewed by administra-
tive and supervisory staff to ensure completeness and accuracy, and
once completed, will be forwarded to the consultants for examina-
tion prior to the conduct of the job analysis interviews. Appendix
A includes a typical example of a job analysis questionnaire.
Job Analysis Interviews
Individual job analysis Job Analysis Interviews
interviews with a signifi-
cant sample of employees
will be completed during
the Classification portion
of the project. This step
ensures that the consul-
tants gain a full under-
standing of the city's
organizational structure,
reporting relationships,
and responsibilities as-
signed to the different
classifications. These interviews, which are described in detail in
the workplan, will involve department directors, key managers and
supervisors, and a representative sample of employees from all
other classifications.
Point Factor Job Evaluation
The establishment of the Job Evaluation Factor Weights
internal equity of the
base pay plan requires
the application of a sys-
tematic job evaluation
.a r
technique. Ralph Ander-
sen & Associates' point
factor job evaluation
Exv.•cl.e
system utilizes sound '°
principles of job evalu-
ation and statistical analy-
sis. The system consists of x
compensable factors (five
factors and eleven sub-
factors) which have been demonstrated as reflective of the work
environment and organization structures within units of local
government. These factors are then "weighted" or customized to
each organization to reflect the client's compensation philosophies
1-s
and policies, as illustrated in the exhibit above. Additional informa-
tion regarding Ralph Andersen & Associates' point factor system
is included in Appendix B.
Compensation Policy Analysis
This methodology relates Compensation Policy
to the identification and
documentation of the
city's compensation phi-
losophies, policies and
procedures. The consult-
ing team will discuss the
compensation policy with
key city staff and officials Lb.,M-A" Aut b AV
in order to identify and lam" R&"t
IfaYf Ad ArIfita
!tMrfloe f�HY.!hfwlflr
confirm specific policies,
both implicit and explicit,
and will assess their im-
pact on the city's overall
ability to attract, recruit,
employ, advance and retain high quality personnel. These policies
and practices will include the relative labor market position the city
seeks to maintain in the competitive labor market, the types of
employers with which the city chooses to compete, the relative
importance placed on internal equity vs. market forces in the devel-
opment of the salary plan and the appropriateness of alternative
pay mechanisms such as gainsharing, bonus pay, and competency
pay.
Compensation Data Collection & Analysis
Historically, the city has coffoummu „omm CoNacwn a Anw4r"
regularly compared its PEL TIp HIP ro
W T 1 DO
pay levels and practices
r
with those of comparable
cities at the local, region-
al and national levels. ........
The consultants will re-
view the city's past prac-
tices related to market
analysis and will conduct,
as necessary, a tailored = - ®w= := ==
salary survey to verify the
position of the organiza-
tion compared to its peers. The methodology to be applied in
collecting and analyzing compensation data involves an extensive
1-9
process to ensure accuracy, reliability and completeness. Data used
for this portion of the project (be it from the city's sources, or
collected by the consultants) will be analyzed for comparability and
an assessment of the city's position compared to the relative
market(s) will be determined.
Pay Delivery System Design
The development of Pay Delivery System Design
salary recommendations
and pay structures will in-
w.+th1Y Slaw
volve a careful review and 1800°
analysis of the city's man- f7000 --- -- ------- --------------
agement philosophy and ssoaa .. . . ......--- ---------
practices. Based on this `..
.. . .......
. .... ........ . #-- . --...
review, the results of the + +
.300x --------- ++ ...------ ------...-
compensation analysis, +
and the internal hierarchy
........ --- --- ------ -
developed through the ,
Dint factors stempro- 5 10 1s 20 25 30 35
P system, P Salary Range
ject consultants will devel-
op a pay delivery system ° -`" _-I
which best meets organi-
zational objectives in
compensating employees. Of particular concern will be the
appropriate mix of base pay and alternative compensatory means.
Specific structure and associated administrative guidelines will be
developed to complement all pay delivery mechanisms. The salary
plan developed by the consultants will be tailored to the needs of
the city, and will reflect innovative personnel management
processes.
1-10
WORKPLAN
The workplan is the "road map" for the successful completion of
the consulting study. It has been carefully developed to fully and
accurately meet the objectives of the City of Fort Worth and will
guide the project staff in accomplishing the objectives of the assign-
ment. The workplan is presented as a detailed discussion of each
sequential task of the project in terms of its scope, purpose,
methodology, end-product and relationship to other tasks of the
assignment.
The workplan is divided into phases and sections as follows:
• Assessment & Findings
—Project Planning
—Classification
—Pay Delivery
• Recommendations & Implementation
—Implementation & Presentation of Results
—Training.
Each phase of the workplan is characterized by an overall goal, and
consists of several tasks and sub-tasks needed for successful goal
attainment. The task descriptions convey the methodology behind
the workplan and explain specifically what will be done, who will
be involved, and how each task will be accomplished.
Phase / - Assessment & Findings
GOAL: Analyze problem areas related to the City of Fort
Worth's classification and compensation systems
and develop a general plan to address identified
issues.
Section 1 - Project Planning
The first portion of this assignment is coordinative and preparatory
in nature, and will provide the consultants with a thorough under-
standing of city concerns and study goals and objectives. The first
set of tasks are meant to result in the review and finalization of the
study objectives and work program, and to give all the employees
I-11
a thorough understanding of the basic purpose of the project and
the study process.
Task 1 — Conduct Initial project planning
The success of the assignment depends, to a large degree, on a
mutual understanding of the project objectives, approach, and
sequential steps involved. Accordingly, it will be most important
that the project consultant staff and the appropriate members of
the city staff review subsequent tasks to be accomplished, specific
end-products, and a project timetable for satisfactory completion
of the overall assignment. Immediately upon notification of
contract award, the consultant Project Manager will prepare a
preliminary project schedule and will develop a list of materials
and documentation required for the study. This schedule will be
delivered to the city's project staff prior to the initial kick-off
meetings.
Materials collected and reviewed at this stage of the project will
at a minimum include:
• All documentation related to the city's classification and
compensation policies and procedures
• Current budget, and goals and objectives statements
• Existing job specifications
• Organization charts
• Most recent salary survey data available
• Current pay's plan and related salary schedules
• All relevant administrative rules and procedures.
Task 2 — Finalize work program with the city
Based upon input received from discussions during Task 1 and a
preliminary review of the basic background materials documenting
the current personnel systems, the project consultants will prepare
a final project schedule and will then conduct a project initiation
meeting with the City Manager, Assistant City Manager, Chief of
Compensation, and other key staff as appropriate. This meeting
will serve to review and confirm the following:
• The study background, scope and objectives
• The detailed study workplan
• Expected study end-products
• A timetable for satisfactory completion of the project,
showing specific dates for the completion of each task
I-12
• Anticipated levels of participation and involvement by the
City Council, management staff, and the assigned city
project team as appropriate.
If desired, the consulting staff will next meet with the City
Council. This introductory meeting will allow Council members
the opportunity to openly discuss their concerns regarding the
conduct of the study and how the recommendations will be
developed and implemented. This meeting will be conducted in
a workshop setting and the issues discussed here will allow the
consultants to better define the study scope and methodologies to
be used.
Briefings will also be scheduled for appropriate senior manage-
ment staff selected to participate in the project. These briefings
will serve to introduce the study concept, approach, schedule, and
expected benefits. This meeting will be similar in format and
content to the initial meeting with the City Manager, Assistant
City Manager, Chief of Compensation, et al. This step in the study
process will be used to identify significant compensation and
classification concerns which should be specifically addressed
during the course of the study, and will allow the consultants to
respond directly to questions and concerns that have arisen as a
result of the study.
Task 3 — Conduct employee briefings
To clarify project goals and objectives, and to maximize employee
participation and understanding, it is important to begin the study
by meeting with all available employees included within the scope
of the study. Mr. Ancy, or another senior staff member, will
preside at these meetings and will introduce the project consul-
tants who, in turn, will outline project activities and answer ques-
tions from employees.
Another purpose of these briefing sessions is to distribute the job
analysis questionnaires and provide instructions regarding their
completion. The questionnaires will be reviewed in detail, and the
specific purpose and use of the questionnaire responses will be
explained.
The completion of this introductory phase of work will be conduct-
ed over the course of approximately one week during which the
consultants will spend a significant amount of time on-site in Fort
Worth.
1-13
Section 2 - Classification
Traditionally, classification systems and titling conventions have
been developed to mirror, or even support, the layered hierarchy
within an organization. This structure, however, is in many ways
inconsistent with and constraining of new personnel management
practices and concepts which promote diversified responsibilities
and increased lateral communication.
A significant portion of project time and energy will be devoted to
ensure effective classification review and revision. To address the
organization's belief that there are too many job classes currently,
a concerted effort will be made to identify opportunities to collapse
and consolidate job classes and to therefore streamline the
structure of the classification plan as appropriate. However, the
consultants will also recommend the creation of new job classes
where the analysis supports such a decision.
This phase of work
requires thorough pre- STs of THE PERSONNEL SYSTEMparation, comprehen-
sive data collection
through questionWCRunIAWr
-
naires and interviews, SBMTM
AM
careful analysis, and c
complete documenta-
tion. PO10N
CLASW4CATION
PLAN
Specific project tasks CLO
to be undertaken dur-
ing this portion of the
ATM
study are noted on the caIAPPLM
following pages.
Task 1 — Employees complete job analysis questionnaires
Among other things, the job analysis questionnaire provides
employees with an opportunity to describe the range of responsi-
bilities within their positions. When completed, the questionnaires
are reviewed by supervisory and managerial staff, and space is
provided for their comments. After the questionnaires are
completed and reviewed by respective supervisory personnel, they
are forwarded to the project consultant team for review and
preparation of the interview schedule.
1-14
Task 2 — Review and analyze job analysis questionnaires
The job analysis questionnaires provide an initial basis for group-
ing positions into common classes. Importantly, the questionnaire
also provides a specific format for collecting job related informa-
tion regarding the knowledge, skills, abilities, and physical and
mental capabilities required to perform the work assigned to the
position. Each questionnaire is analyzed in detail, and similarities
and differences as compared to other positions are carefully
noted. Other related materials will also be reviewed at this time,
such as organization charts and existing class specifications. This
overall review identifies areas requiring further clarification
before the revised classification plan can be drafted.
Task 3 — Prepare job analysis interview schedule
Prior to the conduct of the job analysis interviews, project consul-
tants will prepare an interview schedule and forward it to Mr.
Ancy for arrangement of interviews. The interviews will be
scheduled to ensure that the consultants obtain information from
at least one incumbent from each of the 620 job classes to be
included in the study. The duration of the interviews will vary
from twenty minutes to one hour, depending on the level of the
staff member being interviewed.
Task 4 — Complete job analysis interviews
Following a thorough review of all job analysis questionnaires and
the preparation of the interview schedule, the project consultants
will conduct the detailed job analysis. This unique process is
summarized in the exhibit on the following page and will, at a
minimum, include the following:
• Individual interviews with all senior administrative staff
• Individual interviews with key mid-management and supervi-
sory personnel
• Interviews with a representative sample of all employees
conducted either individually or in small groups (at least
one from each class of work included within the study).
The job analysis interviews will help to:
• Maximize employee participation and allow the employees
to ask questions directly of the project consultants
• Provide the consulting team with a thorough understanding
of the responsibilities assigned to all classifications
r-is
JOB ANALYSIS METHODOLOGY
• Provide an under-
standing of the City of Review of Background Materials
Fort Worth organiza- ■ Current class specifications
tional structure and Organization charts
■ Operating budgets
reporting relationships Past salary surveys
■ Policies and procedures
• Clarify employee/ Other related documents
supervisory differenc-
Analysis
es of opinion regard- Job Questionnaires
ing work responsibili- ' Job duties and responsibilities
■ Qualifications
ties. Supervisory responsibilities
■ Budgetary responsibilities
Task 5 - Prepare and re- ■ Contacts required by the position
view draft classification ■ Physical effort and environmental
concepts hazards of the job
With the completion of the Job Analysis Interviews
above tasks, the consultants All department and division heads
will have all the necessary Selected supervisors
data with which to complete ■ All positions considered to be classi-
the initial classification re- fication problems
view. Each position will be A representative sample from other
analyzed according to the classifications.
criteria set forth at initial
review meetings. Such crite-
ria typically will include
factors relating to the range of work responsibilities, job knowl-
edge, experience, training, decision making, management control,
working conditions and outside contacts. Like positions will be
grouped into classes for the upcoming internal comparability
evaluation. A specific objective of the city is the development of
recommendations designed to reduce the total number of job
classes. This will be accomplished and documented as a part of
the completion of this task.
Task 6 – Prepare and review updated job specifications
The project consultants will next utilize the data obtained from
the questionnaires, interviews and other documentation to review
and revise the city's job specifications. Specifications will be
prepared for each job class included in the study and will be
based upon the results of the job analysis questionnaires and
interviews. The class specifications will be compliant with all
applicable federal law—particularly the Americans with Disabilities
Act (ADA) and the Fair Labor Standards Act (FLSA).
1.-16
Revised class specifications will be reviewed with the Chief of
Compensation and other appropriate senior management staff as
appropriate. This review will provide an opportunity for the city
to completely evaluate the draft classification plan and specifica-
tions before releasing them to employees (if the city chooses to
exercise the optional review process described below). Once this
review has taken place, the draft specification will be revised as
appropriate.
Task 7 - Employee classification review process (optional)
As an important component of the overall classification study, the
project consultant team could provide additional opportunities for
employee participation and input through the conduct of an
employee review process. These steps will (1) build and facilitate
the management team's understanding of the newly developed
classification plan in that management staff will assume responsi-
bility for initially screening all issues raised by the employees, (2)
enhance employee commitment and understanding of the recom-
mended system by giving each employee the opportunity to com-
ment on the system, and (3) ensure that the consultants receive
as much information as possible regarding the nature and
responsibilities of the various positions in order to make appropri-
ate and equitable final classification recommendations. The
various subtasks within this portion of the project are as follows.
Task 7.1 - Distribute job specifications to employees-After city
human resources and management staff have reviewed and
approved the draft classification concepts and class specifica-
tion, each employee requesting such will receive an individual
copy of the revised and updated specification for the class to
which his/her position is assigned, along with an Employee
Review Form. This will provide employees with an opportunity
to review and comment in writing on their proposed job
specification. These comments will then be forwarded to
management for review, comment and screening.
Task 7.2 - Review written comments received from employ-
ees-All written comments or suggestions from employees
regarding the draft class specifications or recommended
classification plan will be reviewed by members of the city's
management and human resources staff. Issues that cannot be
resolved and reconciled by management staff would be
forwarded to the project consultants for review and comment.
Based upon the written responses received, the consultant team
will work closely with the management team to incorporate
suggested revisions into the final classification plan.
1-17
Task 7.3 - Conduct follow-up interviews as appropriate-Based
upon the analysis of written comments forwarded to the project
consultants, and where consultant staff needs further informa-
tion prior to finalizing recommendations, follow-up telephone
interviews will be conducted by the project consultants with
individual employees as appropriate. This step will further
clarify and refine any remaining problem areas.
This level of review of employee comments and suggestions will
help to (1) reduce the number of formal appeals to final recom-
mendations, (2) build employee understanding and support of the
revised system, and (3) provide a factual basis for resolving
remaining problem areas at the appeal stage. The results of this
review process will be discussed with the city, and our recom-
mended approach to any remaining problems or issues will be
described.
Upon completion of this process, each employee who has submit-
ted a notice for review (that was subsequently forwarded to the
project consultant team after management's review) will receive
a direct, written response from the project consultants. This
response will specifically outline the consultant team's understand-
ing of the employee's concern, specify the steps taken to resolve
the concern, and indicate to the employee the substance of the
consultant's final recommendation. Because Ralph Andersen &
Associates in unable to predict the volume of appeals, the process
will be billed on an hourly basis.
Task 8 — Design and develop new job evaluation system
Project consultants will customize a draft point factor job evalua-
tion system for the City of Fort Worth's use in establishing the
internal equity of the classification and compensation system.
Consistent with our philosophy towards job evaluation, the
proposed system will:
• Reflect the organizational values and priorities of the city
• Consist of one series of factors and subfactors that can be
used to evaluate all positions within the city government pay
structure
• Be easily administered and maintained by in-house staff
following completion of the study.
1-is
Philosophy & Apero, ch Job Evaluation
Market pH I aSRaHr Pa Y
ensitiVity Equity
JOB EVALUATION APPROACH
WholeModif led Multiple Single
Job Whole �� Pay Pay
I
Job Ll nes Ll ne
I
Vertical/ Horizontal Vert.-Horiz / Vert .-Horiz./
Class Series Job Family Job Family Organization
Once the draft system has been prepared and to ensure that the
job evaluation system accurately reflects the city's organization,
priorities and needs, the project consultants will:
• Present the draft system to key staff
• Review and refine the compensable factors based on these
meetings
• Modify and revise the system, as necessary, to ensure that
the priorities and policies of the city are reflected in the
system.
A copy of the firm's point factor job evaluation system is con-
tained in Appendix: B.
Task 9 — Evaluate each job class
Once the job evaluation system has been designed, the project
consultants « ll apply the new system to all job classes within the
scope of the study. All ratings will be reviewed and modified to
ensure consistent application across job families and departments.
Task 10 — Perform multiple regression analysis
Multiple regression will be used to weight the job evaluation
system to reflect the values of the city. The number of points
contributed by each factor will be determined through regression
of job evaluation ratings (independent variables) against current
I-19
salary (dependent variable) to produce factor weights that are
reflective of the city's philosophies relating to job worth and
value.
Task 11 — Develop and review draft classification hierarchy
Based on the factor weights and point values established through
the multiple regression analysis, individual point totals will be
computed for each of the job classes included in the city's revised
classification plan. The classes are then arranged in point total
order to illustrate the overall hierarchical structure of the new
classification plan. Any suggested modifications in ratings will be
reviewed and confirmed with key staff and the employee commit-
tee.
Task 12 – Finalize classification plan and submit Final
Classification Manual
Once the city's review process for the classification structure has
been completed, and suggested changes to the draft are thorough-
ly reviewed by the project consultant team, the updated classifica-
tion specifications and related recommendations will be finalized
and compiled into a fully documented Classification Manual.
Task 13 — Prepare and submit a Job Evaluation Manual
The job evaluation manual serves as the policy and procedures
document for administering and maintaining the job evaluation
system. As such, it will include:
• Thorough briefing and discussion regarding the components
of the system
• Explanation of the methods utilized in job evaluation
• Explanation and description of the factors, degrees and
levels within the system
• Summary of the statistical process utilized to develop the
factor weights and resulting point values
• Administrative guidelines for system implementation and
maintenance
• Results of the point factor ratings and presentation of the
classification hierarchy.
I-20
The completion of the classification job analysis phase of work will
require several on-site visitations to Fort Worth to conduct the job
analysis interviews and to present and review classification and job
evaluation results and recommendations.
Section J3 - Pay Delivery
This phase of the study will ..ddress compensation and pay delivery
for all City of Fort Worth job classes and will result in specific pay
range recommendations for each class of work included in this
study. The tasks included in this phase will result in:
• Development of a formalized compensation policy and
philosophy statement for the city
• Collection, compilation and analysis of compensation data
to ensure the external competitiveness and equity of the
city's pay program
• Base salary recommendations for c.ach classification based
upon the application of the labor market data and job
evaluation results
• Review of pay delivery system options and alternatives and
the recommendation of specific approaches to compensate
employees using non-traditional means such as bonus pay.
Task 1 — Conduct compensation policy workshop
The city's compensation policy and philosophy impacts all study
end-products resulting from this analysis, including the develop-
ment and design of an effective job evaluation system and the
linkages between internal equity and external market forces in
establishing effective salary recommendations. Because of the
importance of the city's philosophies in this area, our approach
includes the conduct of a workshop session with executive level
staff to present and discuss modern public sector compensation
practices. The topics to be discussed at the workshop include:
• Purpose of cumpensat (,a
• Developing a modern compensation policy
• Compensation structures
• Performance and pay
• Internal versus external equity
• Mix of compensation and benefits
• Base pay vs. "at risk" or "variable" pay
I-21
• Labor market selection
• Labor market position.
Recognizing the sensitivity of these types of compensation issues,
we believe that a workshop session is integral to the overall
success of the study. From a timing standpoint, it is anticipated
that this type of workshop would be conducted concurrently with
the review of the proposed classification structure. revisions in
Section 2 as described above.
Task 2 — Document compensation policy and analyze
survey methodologies
Building from the compensation policy workshop session, the
consultants will work with city staff in developing and document-
ing the organization's compensation policy. In view of the
compensation policy established for the city, the consultants will
review the validity and relevance of the local, regional and
national employers used by the city for market analyses, the
benchmark job classes used in past surveys, and the data collec-
tion methodologies utilized.
The organization's Human Resources staff also uses an extensive
amount of published data which is collected by various associa-
tions and peer organizations. These materials will be reviewed
for their relevance to the City of Fort Worth in terms of market
competitiveness. Issues related to the survey process will be
identified and recommendations for addressing them will be
prepared upon the conclusion of the consultants' review of the
market survey materials.
Task 3 – Complete detailed compensation survey (optional)
After the above task is completed, and the specific agencies, job
classes and survey methodologies have been agreed upon between
the city and consultants, the consultant team may collect and
analyze compensation data from the city's competitive market.
The actual conduct of this process will depend upon the results of
the consultants' audit of current survey methodologies and data,
and the timing of the study process as it relates to the organiza-
tion's budget schedule.
If conducted by the consultants, the methodologies and materials
utilized for the survey will be carefully documented throughout
the effort in order to ensure that the city has the information
necessary to update the survey in future years. The approach
utilized will most likely include:
I-22
• An initial telephone call to each labor market employer
included in the study to explain the purpose and scope of
the survey and confirm �,;ooperation
• The preparation and delivery of a compensation survey
information packet to each survey employer. The
information packet will include:
—A cover letter summarizing the purpose and scope
of the survey
- A profile for each benchmark class included
—A list of the required survey information.
• The collection of all compensation data through tele-
phone calls--this will assure that comparability is estab-
lished and that all compensation data is factual and com-
plete.
Task 4 – Compile and format data
The salary information, once collected and thoroughly reviewed
for completeness and accuracy, will b-I appropriately formatted
and the results tabulated in a consistent and uniform manner by
the project c;r,,nsultants. Through the use of spreadsheet applica-
tions developed by Ralph Andersen & Associates, it is anticipated
that standaw formullas will be applied in the calculation of the
survey data mean, median and percentiles, with the corresponding
percentage relationship to the market data also calculated.
Task 5 — Analyze compensation data
Prior to developing specific salary recommendations, the consul-
tants will thoroughly review and audit the collected survey data.
The consistency and comparability of the data will be given
particular attention to ensure that the survey information is based
upon the most accurate matches of job classifications possible.
Where data seems q;._-stionable or invalid, follow up collection
efforts will be completed to supplement the information.
Task 6 - Develop pay delivery systems
Based on all of the preceding data collection, analysis and policy
development tasks, the pay delivery system will be developed.
Within this task, the consultants will either use that market data
already collected by the city's Human Resources staff, or the
survey results from the consultants' own effort. The pay delivery
system developed will rely on the city's need to maintain a
competitive stance in the marketplace, and provide a fundamental
level of compensation for attracting well-qualified individuals to
the organization. Beyond the base pay structure and its recogni-
I-23
tion of the market, Ralph Andersen & Associates will explore the
full scope of innovative compensation techniques and determine
which would be appropriate for the City of Fort Worth.
The selected techniques will feature consideration of the follow-
ing:
• Pay as a function of continuous improvement
• Specific roles for individual and team performance, consis-
tent with organizational objectives
• Defined relationships between increased pay and overall
performance of the organization
• The ability to accurately measure performance with pay
increases
• The value of consistent and continued good performance.
The techniques and pay structures that will be considered for the
City of Fort Worth include, but are not necessarily limited to the
following:
• Pay for performance
• Skill-based pay
• Broadbanding
• Lump sum merit pay
• Team incentives
• Formula driven incentives
• Discretionary incentives or "spot rewards"
• Pay based on organizational achievement
• At-risk pay
• Individual incentives.
COMPENSATION PROGRESSION
Top CITY
Succus
organizational ORGANIZATION
Improvement
Work Unit Improvement
ream Incentives TEAM
Conceptual'BUY-IN'i Participstlon
Fundamental Need:Competitive Base Pay SS INDIVIDUAL
1-24
The resulting compensation plan will provide the City of Fort
Worth with the capability of attracting well-qualified employees
and also provide ample incentives for employees to remain with
the organization and experience rewards based upon their
competence and progression as employees. Various levels of the
relationship between compensation and individuals,work units (or
teams), and the city at-large is displayed in the exhibit above.
Task 7 — Develop alternative salary administration plans
To assist the city in administering its salary program and to
ensure that the organization's compensation program is equitable
and competitive, project consultants will identify and develop
alternative salary administration plans for review. In the develop-
ment of these alternatives, the consultants will emphasize the
city's compensation philosophy, as identified in Task 1.
A variety of pay delivery techniques structures will be reviewed,
analyzed and presented to the City of Fort Worth. For each
alternative presented, the following will be identified:
• Parameters of the selected techniques, including limits per
pay adjustment as well as the overall functional limits of the
techniques
• Procedures for hiring and promotional administration of the
pay plan
• Methods of providing increases and incentives
• Procedures for adjusting salaries of employees upon reclassi-
fication, re-evaluation and demotion.
Project consultants will clearly identify the advantages and disad-
vantages of each alternative, and make recommendations re-
garding which system(s) will most effectively meet the needs of
the city.
Task 8 — Conduct equity analysis
Upon development of the compensation methodologies and
structure, and salary range recommendations, the consultant team
will review the draft plan to identify any internal equity issues
between or within the various job groupings. This analysis will
draw primarily from the results of the job evaluation process
conducted previously in the study which developed the internal
hierarchy of jobs within the organization.
1-25
The consultants will also analyze the compensation plan and
supplemental recommendations to identify any disparate or
inequitable impact related to the gender, race, origin or disadvan-
taged status of employees. Where pertinent issues are distin-
guished, specific strategies to address such will be formulated and
recommended by the consultants.
Task 9 — Prepare and review a Draft Compensation Report
After all recommendations have been reviewed, the project
consultants will prepare a Draft Compensation Report that
documents all completed phases of the compensation study. The
Draft Report will be complete in every respect, and will include
narrative information and appendices as needed. It will be
appropriately indexed and organized into a clear, concise
presentation of the factual information. Specifically, the Draft
Report will include the following:
• An overview of the study process, goals, objectives, and
methods
• Description of the market data analysis
• A summary of the compensation system development
process, including a description of associated analytical
techniques
• Salary recommendations for each classification
• Appendices containing recommended salary schedules and
supporting documentation.
The project consultants will be available to conduct an in-depth
review of the Draft Compensation Report with the City Manager,
Assistant City Manager, Chief of Compensation, and other
appropriate senior staff as appropriate.
Phase If - Recommendations & Implementation
GOAL: Finalize all recommendations for the compensation
system and develop a plan to implement the
revised plan.
Section 1 - Implementation & Presentation of Results
Task 1 - Revise draft materials and recommendations
Following the presentation and discussion of the Draft Compensa-
tion Report to the appropriate city staff, the consultant team will
I-26
make appropriate revisions and conduct follow up analysis as
required. Alternative scenarios for the compensation plan or pay
structures will be considered at this time to determine their worth
to the city's job classes.
Task 2 — Develop alternative implementation strategies
Project consultants will develop several strategies for implement-
ing the recommended salary structure. Such strategies will
address:
• The placement of individual employees into ranges
• Implementation phasing, if necessary, according to the
needs, priorities and fiscal capacity of the city
• Integration of the study recommendations with the balance
of the city's human resource management system including
recruitment, selection, performance appraisal and affir-
mative action plans.
Once developed, these alternative strategies will be thoroughly
reviewed with the city's key project staff as appropriate.
Task 3 — Prepare implementation cost estimates
Estimates of the cost of the recommended compensation plan's
impact on base salary expenditures will be prepared by the
consulting team. These cost estimates will serve as a basis for the
city to make the necessary policy decisions to implement the
revised compensation plan in an orderly and effective manner.
Task 4 — Prepare and submit Final Compensation Report
Following completion of the above task, the Final Compensation
Report will be prepared by the consultants and submitted to the
city. The Final Report will incorporate the appropriate draft
revisions. The Final Compensation Report, as indicated above,
will describe and discuss all aspects of the compensation study in
detail, and will include a discussion of the implementation
options. The project consultants will formally present the Final
Report to the City Council, City Manager, and other appropriate
city staff and officials.
1-27
Section 2 - Training
Task 1 — Conduct final staff compensation training
To facilitate the maintenance of the city's revised compensation
and classification plans, training will be provided to the Chief of
Compensation and other appropriate compensation and benefits
staff. The training will include a thorough review of the methods
and guidelines utilized throughout the study to develop the
classification plan, evaluate the job classes, conduct the compensa-
tion survey, and prepare and implement the salary plan. This
training will give designated staff the skills necessary to not only
maintain the revised systems, but likewise respond to and resolve
reclassification requests and compensation concerns raised by
employees after the consultants are gone.
All of the report documents and manuals will be reviewed in this
session. In addition, the city will be provided with Lotus 1-2-3®,
Windows ® compatible software for their use in compensation
analysis and job evaluation (or an appropriate software program
compatible with the city's information system capabilities). These
spreadsheet templates will include all of the data developed in the
study process and will be used in the ongoing maintenance of the
plan. Staff will receive specific instruction in the use of the
software.
The scope of the proposed study workplan is comprehensive and
includes all of those tasks necessary to fully meet the needs of the
City of Fort Worth. At the conclusion of the study, the city will be
provided with all of the documentation and training necessary to
effectively implement the new classification and compensation
systems and, more importantly, to maintain them over time without
consulting assistance. If, however, the city requires services beyond
those described in the workplan, including additional technical
assistance in the implementation and maintenance of the new
systems, Ralph Andersen & Associates would be pleased to provide
such services at our standard hourly billing rates plus expense
reimbursement.
I-28
PROJECT
SCHEDULE
%1ph Andersen & Associates understands the importance of
timely, on-budget completion of this project. We have developed
the workplan and budget with these needs in mind and will
contractually commit to the schedule presented in this section of
the proposal and to the budget separately provided.
Project Schedule
Ralph Andersen&Associates and Southwestern Diversity Manage-
ment Group can begin the City of Fort Worth study within two
weeks of receiving a signed contract. All project tasks can be
completed within 36 weeks, and the systems training can be
completed within two weeks following acceptance of final recom-
mendations by the city.
The timeline on the following page illustrates the time reserved for
each task in the workplan. If the contract award were to occur by
early to mid-August, the project could be initiated by the end of
that month. In this scenario, final recommendations can be
anticipated for presentation to the City Council by early June of
1996.
I-29
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1-30
SECTION II
Qualifications
CORPORATE
QUALIFICATIONS
In the final analysis, the most important considerations in the
selection of a consulting organization are the experience of the firm
and the professional competence of specific individuals that will be
assigned to the project. This section presents the corporate
qualifications of Ralph Andersen & Associates. With each new as-
signment, we confirm our reputation as the nation's premier
consulting organization.
Firm Overview
Ralph Andersen & Asso-
ciates was organized in 1972
and provides a diverse
range of consulting services
through offices in Dallas,
Texas and Sacramento and
Newport Beach, California. ■
The firm assists both public ■
and private sector clients
with a full range of man-
agement consulting issues and concerns. Typical clients include
cities, counties, utility authorities, councils of government, colleges,
school districts and a wide range of special purpose districts and
agencies. Areas of consulting expertise include personnel manage-
ment, resource management, executive recruitment, and employee
training and development. Members of the firm's senior staff are
not only highly experienced consultants but have also served in key
executive, professional, and analytical positions in local government
and private business.
At Ralph Andersen & Associates, our success has been built by
delivering practical results with the highest levels of personal
service. Our corporate approach to consulting is:
• Responsive to the particular needs of the organizations we
serve
fI-1
• Efficient, with an understanding of our client's requirements
for cost effective, timely results
• Personal, involving considerable face-to-face contact and con-
stant communication throughout the study process
• Experienced, performed by highly capable consultants with
professional skills and backgrounds particularly suited for the
assignment
• Committed to both the client's objectives and to the quality
and completeness of our work product
• National, serving a client base that stretches from coast to
coast
• Traditional, in the best sense of the word, in that we take
pride in our work and establish relationships for the long
term.
Practice Areas
Ralph Andersen & Associates has earned an unmatched reputa-
tion for consistent quality, reliability and responsiveness. We have
done this by keeping our service offerings contemporary and
broad-based. Our services are as diverse as our clients' needs, and
we have the resources to help them meet their most difficult
challenges.
Personnel Management
Employees are your organization's most important asset. They
are also one of your most significant cost items. Ralph Andersen
& Associates offers comprehensive personnel management
services including the design and installation of job evaluation
systems and pay plans, job task analyses for police departments
pursuing accreditation, ADA compliance analysis, development
of management compensation programs, the analysis of benefit
plans, preparation of policies and procedures, and the installa-
tion of employee performance appraisal systems. The firm also
designs and administers assessment centers for both selection
and management development. Our consulting process empha-
sizes meaningful employee involvement, consensus building, and
thorough technical training of client staff.
If-2
Resource Management
Clients use the results of our resource management studies to
make a multitude of day-to-day operating decisions. They do so
with the confidence that the analysis is thorough, the results are
accurate and the recommendations are technically sound. Re-
source management assignments include a full range of organi-
zation and management evaluations, productivity improvement
studies, fiscal and economic impact assessments, revenue
enhancement programs and systems and procedures reviews.
Executive Search
The quality of an organization's leadership is one of the most
important determinates of its success. Ralph Andersen & As-
sociates' executive search consultants are adept at helping clients
identify and select the right person for the right job at the right
time. Our thorough search process begins with a careful assess-
ment of the client's needs, proceeds through an extensive
recruitment program, and concludes with the referral of a top
quality candidate field.
Training & Development
Ralph Andersen & Associates offers focused, practical training
and development programs designed to improve skills and
enhance productivity. Seminars, which range from one to three
days, cover the full spectrum of contemporary management
topics. Classes are limited in size to permit close interaction
between instructors and participants. All rely heavily on real-
world case study techniques. Custom designed, on-site training
is also available.
Southwestern Diversity Management Group
Southwestern Diversity Management Group is a dynamic young
firm which provides management,economic development,planning,
organizational development, and public relations services to clients
in both the public and private sectors. SDMG's areas of specializa-
tion include economic impact analysis, real estate analysis, citizen
participation program planning, joint development planning,
transportation planning, housing development planning, financial
and budget management systems, legislative and regulatory policy
analysis, technical and training assistance, and government
relations.
Principals of the firm have over fifteen years of combined manage-
ment, planning and public policy experience. This experience
ranges form advising officials, to working directly with federal, state
11-3
and local agencies. All key personnel have substantial experience
with transportation planning, economic development planning, real
estate analysis, public/private partnerships, public involvement
programs, and organizational development.
The firm is approved for certification as a Disadvantaged Business
Enterprise with the Dallas Area Rapid Transit Authority, in
addition to being certified as a Minority Business Enterprise by the
State of Texas, Dallas and Tarrant counties, and the cities of Dallas
and Fort Worth, Texas.
114
LOCAL GOVERNMENT
CONSULTING SERVICES
In today's world of resource scarcity, state and federal mandates
and persistent public skepticism regarding the efficiency of govern-
ment, local elected officials and appointed professionals are
increasingly challenged to critically balance the costs and benefits
of service delivery. Are public dollars being wisely spent? Do
citizens receive a fair return on their investment of tax dollars?
Are local government services effectively organized and properly
managed? Ralph Andersen & Associates regularly works with both
elected and appointed officials at the local level to objectively
answer these and other important questions.
Human Resources Administration
For most local government agencies, personnel costs account for
over two thirds of annual operating outlays. Ralph Andersen &
Associates helps clients ensure that those dollars are responsibly
managed and equitably allocated. The firm offers a complete range
of human resources management consulting services, such as:
• Classification and compensation analysis
• Development and implementation of job evaluation systems
• Performance management systems development and training
• Pay-for-performance program development
• Personnel policies and procedures documentation
• ADA and FLSA compliance services
• Training and management development
• Management succession and transition planning.
Organization & Management Anaiysis
In organization and management analysis assignments, Ralph
Andersen & Associates focuses on the improvement of overall
organizational effectiveness. Techniques include streamlining
organizational structures, clarifying reporting relationships and lines
of communication, and strengthening management accountability
and control systems. Ralph Andersen & Associates has conducted
organization and management analyses in virtually every public
service area, including:
n-5
• Comprehensive organization studies
• Police, fire and emergency medical services
• Public works, utility and development services
• Parks, recreation and other leisure services
• Courts and legal services
• Finance, personnel and general administrative services.
Resource Utilization Analysis
Ralph Andersen & Associates believes that the creative utilization
of human and capital resources is the critical public management
skill of the 1990's. Resource utilization analysis involves the
identification of the mission, goals and objectives of the client
organization and the critical evaluation of the allocation of
finances, personnel, equipment and other resources to their
achievement. Typical resource related studies include:
• Workload and staffing analyses
• Productivity improvement projects
• Development of service standards and measures
• Evaluation of alternative work schedules
• Fleet management/vehicle assignment studies
• Analysis of inter-jurisdictional service consolidation.
Revenue Enhancement
Revenue enhancement studies provide local public agencies with an
objective and equitable basis on which to recover service costs.
Ralph Andersen& Associates consultants, working closely with the
staff of the client agency and, often, representatives of local
business and homeowners, identify both direct and indirect costs
and allocate those costs equitably among services and end users.
Examples of the types of revenue enhancement studies undertaken
by the firm include:
• Analysis of user fees and charges
• Development impact fee studies
• Business license tax analyses.
Fiscal/Economic Impact Analysis
Growth and development bring both substantial benefits and
significant obligations local jurisdictions. Benefits include jobs,
increased economic activity and direct revenues. Obligations
11-6
include the delivery of public services to the new development.
Prudent, forward looking agencies carefully evaluate the benefits
and costs of development as a routine part of the regulatory
process. Fiscal and economic impact studies include:
• Evaluation of specific development proposals
• Analysis of long range land use plans
• Review of citizen growth limitation initiatives
• Assessment of municipal annexations and incorporation
• Evaluation of economic development incentives
• Development of automated impact assessment models.
Organization Climate Assessment
Often, employees are the best source of information about the
efficiency and effectiveness of an organization. Ralph Andersen &
Associates has developed an approach to evaluating organizational
climate, employee morale and user satisfaction with internal
support services. These assessments are often conducted as an
integral part of an organization and management study or a
resource utilization analysis. They may also be conducted on a
stand-alone basis. Available services include:
• Confidential employee attitude surveys
• User satisfaction surveys
• Focus group interviews.
Development Process Improvement
Both public agencies and private developers have an interest in
ensuring that the local development review and approval process
is conducted in a thorough, responsive and timely manner. Ralph
Andersen & Associates has developed this service to help public
agencies streamline their development approval policies and proce-
dures. The analysis involves detailed documentation, in flow chart
format, of each individual element of the development review
process, followed by intensive analysis of each for compliance with
applicable law and to identify improvement opportunities. Proce-
dures evaluated usually include:
• Zoning applications
• Subdivision review
• Building permit applications.
II-7
Other Management Consulting Services
Ralph Andersen & Associates is a full service consulting organiza-
tion, with service offerings as varied as our clients needs. In
addition to the specific services described above, the firm has
undertaken many highly specialized, unique assignments. Examples
include:
• Public facility feasibility studies
• Organizational diagnosis and problem solving
• Development of operational procedures manuals
• Design of management reporting systems
• Strategic planning and goal setting.
II-8
PROJECT MANAGEMENT
& STAFF
Consultants, as much as consulting firms, define the difference
between success and failure in a project of this sort. We understand
that selection of a project team with the right mix of skills and
experience is the most important decision that will be made during
the study. The team must be well-led and the project well-managed
if the city is to achieve its objectives.
Project Organization
Effective management of the project will require a close working
relationship between the consultant team and representatives of
the city. As the organization chart at the top of the following page
shows, the City Manager will be the ultimate client of the project
team under the policy direction of the City Council.
The Chief of Compensation will have direct involvement and con-
tact with the project consultants. The project organization also
anticipates involvement of top city managerial staff in the review
of draft study products.
Project Staff
Ralph Andersen & Associates has assigned a team of experienced
consultants for the City of Fort Worth assignment from the firm's
staff, and has engaged the staff of Southwestern Diversity Manage-
ment Group to assist with the study. Each of the consultants has
extensive experience in conducting personnel management assign-
ments, and in particular, related studies for municipal organizations
throughout the nation. Because of the importance of this assign-
ment, both to the City of Fort Worth and Ralph Andersen &
Associates, Mr. David Eisenlohr will serve as the Project Manager.
Resumes of the individual consulting team members from both
firms can be found on the following pages. In addition, the full
resources of Ralph Andersen & Associates will be available as
needed to ensure the timely, responsive completion of the project.
11-9
Project Organization
City of Fort Worth
Mayor & City Council
LWert Terrill
Manager
LWIharCles Boswell
nt ity Manager
Mr. Jim Ancy
Chief of Compensation
Ralph Andersen & Assoc.
Mr. David Eisenlohr
Senior Vice President
Project Manager
LRalphZndersen
ne Bragdon Mr. John Calvin Hall
esident President
& Assoc. Southwestern Diversity
Management Group
Mr. Douglas Johnson Mr. Justin Johnson Ms. Michele Matthias
Principal Consultant Consultant Consultant
Ralph Andersen S Assoc. Ralph Andersen 8 Assoc. Ralph Andersen 8 Assoc.
II-10
David W. Eisenlohr
Senior Vice President
Mr. Eisenlohr is Senior Vice President and Regional Manager
of the Dallas office of Ralph Andersen & Associates and is
completing his tenth year with the firm. He is a full partner in the
firm and serves as a member of the Board of Directors. He is
assigned corporate responsibility for all of the firm's consulting
assignments in the Southeast and also assumes major project
management, technical and analytical duties on large and sensitive
consulting engagements. He will serve as Project Manager for the
City of Fort Worth study and, as such, will ensure quality products,
submitted on time, and within budget. Mr. Eisenlohr's professional
background encompasses more than sixteen years of consulting and
management experience in both public and private organizations.
Mr. Eisenlohr has extensive project management and consulting
experience in the performance of complex classification, job
evaluation and compensation studies for public and private sector
organizations throughout the country. In addition, he has assumed
management responsibility for the development of personnel
policies and procedures, performance evaluation systems, and
executive compensation programs. He regularly conducts seminars
in classification, job evaluation, compensation plan development
and employee performance appraisal for public sector managers
and professionals.
Examples of Mr. Eisenlohr's current and past consulting project
experiences include, among others, the following:
• Project management for the firm's current recruitment of a
new Human Resources Director for the City of Fort Worth
• Project manager and chief consultant on Ralph Andersen &
Associates' assignment to review the City of Tallahassee,
Florida executive compensation plan
• Project manager for a comprehensive classification and
compensation systems study for the Village of Palatine, Illinois
which will revise the personnel systems to reflect the TQM
philosophy recently adopted by the organization and will, when
complete, include a significant team based incentive compensa-
tion program coupled with a broadbanded classification
structure
I1-11
• Project manager on a current assignment for the State of Ohio,
involving the completion of a pilot study evaluating the
feasibility of streamlining the state civil service classification
plan through the application of innovative classification
techniques including broadbanding
• Project management for the firm's classification and compensa-
tion project for the City of Greensboro, North Carolina which
included the application of a broadbanding structure
• Project management for the firm's assignment to conduct a
comprehensive classification and compensation study for the
City of Cincinnati, Ohio
• Project direction for a comprehensive personnel systems study
for the City of San Antonio, Texas which included the installa-
tion of Ralph Andersen & Associates' point factor job evalua-
tion system
• Senior level consulting responsibility for a comprehensive
classification and compensation study for the City of Albuquer-
que, New Mexico.
Mr. Eisenlohr's skills and interests also extend to the application of
microcomputer technology to support analysis, decision-making and
management in local government. He has developed comprehensive
spreadsheet templates for a variety of uses including compensation
analysis and point factor job evaluation. He is also responsible for
the firm's recent entry on the Internet and is the author of the
firm's first World Wide Web home page.
Mr. Eisenlohr is a member of the International City/County
Management Association and the Texas City Management
Association. He was a founding member and first president of the
Urban Management Assistants of South Texas and is a member of
the Board of Directors of the Kansas University City Management
Trainee's alumni association.
Prior to joining Ralph Andersen & Associates, Mr. Eisenlohr held
several significant staff analytical positions with the City of San
Antonio, Texas; served as Assistant City Manager in Grand Prairie,
Texas; and managed local government affairs for a large land
development company. He holds a Bachelor's degree in political
science from Texas A&M University and a Master of Public
Administration degree from the University of Kansas.
11-12
Suzanne Bragdon
Vice President
MS. Bragdon is a Vice President with Ralph Andersen &
Associates assigned to our Sacramento office and is completing her
twelfth year with the firm. She assumes overall management
responsibility for the firm's personnel management consulting
practice for public agencies in the western United States. Her
experience includes the management and leadership of a number
of the firm's larger, most complex classification, compensation and
job evaluation studies.
Since joining the firm, Ms. Bragdon has conducted projects for both
public and private sector clients including cities, counties, public
school districts, community colleges, and a variety of special
purpose agencies and nonprofit organizations.
Representative of her project experiences are those listed below:
• Project management and chief analytical responsibilities for a
major classification, compensation and job evaluation study for
the City of Las Vegas, Nevada
• Project management and chief analytical responsibilities on the
firm's present assignment to comprehensively upgrade the
classification,job evaluation and compensation systems for the
City of Albuquerque, New Mexico
• Project manager and senior consulting assignments for compre-
hensive classification and compensations studies for the Central
Piedmont Community College and Fayetteville Technical
Community College, North Carolina
• Design and implementation of compensation, job evaluation
and general personnel management systems for multiple
municipal governments including the City of Salisbury, North
Carolina, the cities of Abilene, Waco and Round Rock, Texas;
the City of Lakeland, Florida; and Collier County, Florida
• Development of multiple personnel management systems
including Anaheim, California, Naperville, Illinois and Oklaho-
ma City, Oklahoma
I1-13
• Project consulting assignments on a large job evaluation and
compensation analysis project for the Charlotte Mecklenburg
Schools in Charlotte, North Carolina.
Prior to joining Ralph Andersen & Associates, Ms. Bragdon
worked on a number of projects involving the public sector,
primarily in the areas of organization and finance. These assign-
ments involved local public agencies at all levels and included a
review of State financing of public schools in the State of Washing-
ton and a detailed organizational analysis of a major Washington
city. Through involvement in these various assignments, Ms.
Bragdon developed strong analytical and research skills as well as
an understanding of local government operations.
Ms. Bragdon graduated from the University of Washington, magna
cum laude, with a Bachelor of Arts degree in political science. Her
course work emphasized public administration and economics.
II-14
Douglas Johnson
Principal Consultant
Mr. Johnson is a Principal Consultant with Ralph Andersen &
Associates. He is assigned to the Sacramento, California office and
is in his ninth year with the firm. His current responsibilities focus
in the field of public sector personnel management including
compensation,job evaluation, performance appraisal, management
compensation and pay-for-performance projects. In addition, Mr.
Johnson has significant expertise in developing computer spread-
sheets and models for constructing, implementing, and maintaining
compensation plans.
Since joining the firm, Mr. Johnson has provided analytical and
technical assistance on a variety of personnel projects including
studies for school districts, community colleges, cities, counties,
private associations, housing authorities and other special districts
in addition to private sector clients. His consulting responsibilities
in classification studies have included thorough job evaluations,
field interviews, classification plan development, FLSA analysis,
ADA compliance analysis, and preparing classification specifica-
tions. His responsibilities have also included statistical analysis
related to point factor job evaluation and job analysis.
In compensation studies, Mr. Johnson has been responsible for the
collection and analysis of external compensation data, identification
of survey labor markets, total compensation and benefits analysis,
and the development of salary recommendations and compensation
structured. His expertise also includes the analysis, evaluation, and
development of tailored performance appraisal systems, pay for
performance programs, and incentive pay plans.
Examples of Mr. Johnson's past consulting experiences and current
projects include:
• Lead consulting responsibilities for the compensation element
of the City of Las Vegas and Las Vegas Metropolitan Police
Department studies
• Principal technical analyst on the firm's recent assignment to
develop a customized job evaluation methodology and compen-
sation program for the City of Glendale, Arizona.
II-15
• Chief analyst and project manager on a technical evaluation
of the classification, job evaluation and compensation systems
for the City of Colorado Springs, Colorado. This assignment
specifically included an evaluation of that city's team incentive
plan in place within the municipal utilities department.
• Project management and lead consulting responsibilities for the
cities of Santa Barbara, California and Ogden, Utah
• Project management and chief analytical responsibilities for a
classification and total compensation study for the Clark
County, Nevada Health District
• Development, installation and application of a tailored point
factor job evaluation system for the Coast Community College
District in Orange County, California
• Design and development of a new pay-for-performance
program for the San Francisco Bay Area Rapid Transit District
(BART) including new performance appraisal instruments and
administrative guidelines
• Development and installation of a customized point factor job
evaluation system for the Portland, Oregon Housing Authority
including both management and non-management employees
Mr. Johnson holds a Bachelor of Arts degree in psychology with a
minor in communication studies from California State University,
Sacramento. His course work emphasized organizational and
personnel development. In addition, Mr. Johnson is an active
member of the American Compensation Association.
II-16
Justin Johnson
Consultant
Mr. Johnson is a Consultant in the Dallas office of Ralph
Andersen & Associates. He has been a member of the firm for
four years. His work with the firm centers in providing personnel
management services, with emphasis on analytical and technical
assistance in classification, compensation and related personnel
system studies. Mr. Johnson will be assigned as a project consultant
for the study team and will provide assistance in conducting job
analysis, collecting, reviewing and analyzing compensation data,
performing job evaluations and developing salary recommendations.
Mr. Johnson's areas of expertise include job analysis, employee
interviewing, compensation survey design, data collection and
analysis, and ADA compliance analysis. His skills include class
specification writing, report preparation and presentation, and
employee communication.
Representative present and past experience include:
• Lead consulting support for a salary administration plan
review for the Dallas Area Rapid Transit Authority
• Project consulting support for a comprehensive classifica-
tion and compensation study for the City of Fayetteville,
North Carolina which included the application of the firm's
point factor job evaluation system to the city's pay system
• Project management and chief consulting roles on the firm's
recently completed classification, job evaluation and
compensation system development project for the City of
Lawrence, Kansas
• Consulting support for the firm's ongoing classification and
compensation study for the City of Olathe, Kansas
• Provision of consulting support for comprehensive classifi-
cation and compensation studies for the Village of Oak
Park and Naperville Libraries of the Village of Naperville,
both in Illinois
11-17