HomeMy WebLinkAboutContract 51539 CITY SECRETARY
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" This PROFESSIONAL SERVICES AGREEMENT("Agreement")is made and entered into by
and between the CITY OF FORT WORTH("City"),a Texas home rule municipal corporation,acting by
and through Susan Alanis, its duly authorized Assistant City Manager, and Public Sector Personnel
Consultants, Inc. ("Consultant"), an Arizona Corporation, and acting by and through Matthew Weatherly,
its duly authorized President, each individually referred to as a"party" and collectively referred to as the
"parties."
AGREEMENT DOCUMENTS:
The Agreement documents shall include the following:
1. This Professional Services Agreement;
2. Exhibit A—Scope of Services;
3. Exhibit B—Price Schedule; and
4. Exhibit C—Verification of Signature Authority Form.
Exhibits A,B and C,which are attached hereto and incorporated herein, are made a part of this Agreement
for all purposes. In the event of any conflict between the terms and conditions of Exhibits A, B or C and
the terms and conditions set forth in the body of this Agreement,the terms and conditions of this Agreement
shall control.
1. SCOPE OF SERVICES.
Consultant hereby agrees to provide professional consulting services which will be used to assist
the City with its annual compensation and classification benchmark study for general employees,
Information Technology Services, and Engineers. Exhibit "A," - Scope of Services more specifically
describes the services to be provided hereunder.
2. TERM.
This Agreement shall begin on November 19, 2018 ("Effective Date") and shall expire on
September 30, 2019 ("Expiration Date"), unless terminated earlier in accordance with this Agreement
("Initial Term"). City shall have the option, in its sole discretion, to renew this Agreement under the same
terms and conditions, for up to four(4)one-year renewal options, at City's sole discretion.
3. COMPENSATION.
City shall pay Consultant in accordance with the fee schedule of Consultant personnel who perform
services under this Agreement in accordance with the provisions of this Agreement and Exhibit"B,"—Price
Schedule. Total payment made under this Agreement for the first year by City shall be in the amount of
Nineteen Thousand Five Hundred Dollars ($19,500.00). Consultant shall not perform any additional
services or bill for expenses incurred for City not specified by this Agreement unless City requests and
approves in writing the additional costs for such services.City shall not be liable for any additional expenses
of Consultant not specified by this Agreement unless City first approves such expenses in writing.
4. TERMINATION.
OFFICIAL RECORD
Professional Services Agreement
FT WORTH,TX
4.1. Written Notice. City or Consultant may terminate this Agreement at any time and for any
reason by providing the other party with 30 days' written notice of termination.
4.2 Non-appropriation of Funds. In the event no funds or insufficient funds are appropriated
by City in any fiscal period for any payments due hereunder,City will notify Consultant of such occurrence
and this Agreement shall terminate on the last day of the fiscal period for which appropriations were
received without penalty or expense to City of any kind whatsoever, except as to the portions of the
payments herein agreed upon for which funds have been appropriated.
4.3 Duties and Obligations of the Parties. In the event that this Agreement is terminated prior
to the Expiration Date, City shall pay Consultant for services actually rendered up to the effective date of
termination and Consultant shall continue to provide City with services requested by City and in accordance
with this Agreement up to the effective date of termination. Upon termination of this Agreement for any
reason, Consultant shall provide City with copies of all completed or partially completed documents
prepared under this Agreement. In the event Consultant has received access to City Information or data as
a requirement to perform services hereunder, Consultant shall return all City provided data to City in a
machine readable format or other format deemed acceptable to City.
5. DISCLOSURE OF CONFLICTS AND CONFIDENTIAL INFORMATION.
5.1 Disclosure of Conflicts. Consultant hereby warrants to City that Consultant has made full
disclosure in writing of any existing or potential conflicts of interest related to Consultant's services under
this Agreement. In the event that any conflicts of interest arise after the Effective Date of this Agreement,
Consultant hereby agrees immediately to make full disclosure to City in writing.
5.2 Confidential Information. Consultant, for itself and its officers, agents and employees,
agrees that it shall treat all information provided to it by City("City Information")as confidential and shall
not disclose any such information to a third party without the prior written approval of City.
5.3 Unauthorized Access. Consultant shall store and maintain City Information in a secure
manner and shall not allow unauthorized users to access, modify, delete or otherwise corrupt City
Information in any way. Consultant shall notify City immediately if the security or integrity of any City
Information has been compromised or is believed to have been compromised, in which event, Consultant
shall, in good faith, use all commercially reasonable efforts to cooperate with City in identifying what
information has been accessed by unauthorized means and shall fully cooperate with City to protect such
City Information from further unauthorized disclosure.
6. RIGHT TO AUDIT.
Consultant agrees that City shall, until the expiration of three (3) years after final payment under
this contract, or the final conclusion of any audit commenced during the said three years, have access to
and the right to examine at reasonable times any directly pertinent books, documents, papers and records,
including, but not limited to, all electronic records, of Consultant involving transactions relating to this
Agreement at no additional cost to City. Consultant agrees that City shall have access during normal
working hours to all necessary Consultant facilities and shall be provided adequate and appropriate work
space in order to conduct audits in compliance with the provisions of this section.City shall give Consultant
reasonable advance notice of intended audits.
7. INDEPENDENT CONSULTANT.
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It is expressly understood and agreed that Consultant shall operate as an independent Consultant as
to all rights and privileges and work performed under this Agreement, and not as agent, representative or
employee of City. Subject to and in accordance with the conditions and provisions of this Agreement,
Consultant shall have the exclusive right to control the details of its operations and activities and be solely
responsible for the acts and omissions of its officers, agents, servants, employees, consultants and sub
Consultants. Consultant acknowledges that the doctrine of respondeat superior shall not apply as between
City, its officers,agents, servants and employees, and Consultant, its officers, agents, employees, servants,
Consultants and subConsultants. Consultant further agrees that nothing herein shall be construed as the
creation of a partnership or joint enterprise between City and Consultant. It is further understood that City
shall in no way be considered a Co-employer or a Joint employer of Consultant or any officers, agents,
servants,employees or subConsultant of Consultant. Neither Consultant,nor any officers,agents,servants,
employees or subConsultant of Consultant shall be entitled to any employment benefits from City.
Consultant shall be responsible and liable for any and all payment and reporting of taxes on behalf of itself,
and any of its officers,agents, servants, employees or subConsultant.
S. LIABILITY AND INDEMNIFICATION.
8.1 LIABILITY- CONSULTANT SHALL BE LIABLE AND RESPONSIBLE FOR ANY
AND ALL PROPERTY LOSS, PROPERTY DAMAGEAND/OR PERSONAL INJURY, INCLUDING
DEATH, TO ANY AND ALL PERSONS, OF ANY KIND OR CHARACTER, WHETHER REAL OR
ASSERTED, TO THE EXTENT CAUSED BY THE NEGLIGENT ACT(S) OR OMISSION(S),
MALFEASANCE OR INTENTIONAL MISCONDUCT OF CONSULTANT, ITS OFFICERS,
AGENTS, SERVANTS OR EMPLOYEES.
8.2 GENERAL INDEMNIFICATION - CONSULTANT HEREBY COVENANTS AND
AGREES TO INDEMNIFY, HOLD HARMLESS AND DEFEND CITY, ITS OFFICERS, AGENTS,
SERVANTS AND EMPLOYEES, FROMAND AGAINST ANYAND ALL CLAIMS OR LAWSUITS
OF ANY KIND OR CHARACTER, WHETHER REAL OR ASSERTED, FOR EITHER PROPERTY
DAMAGE OR LOSS(INCL UDING ALLEGED DAMAGE OR LOSS TO CONSULTANT'S BUSINESS
AND ANYRES ULTING LOST PROFITS)AND/OR PERSONAL INJURY,INCL UDING DEATH, TO
ANY AND ALL PERSONS,ARISING OUT OF OR IN CONNECTION WITH THIS AGREEMENT,
TO THE EXTENT CA USED BY THE NE GLIGENTA CIS OR OMISSIONS OR MALFEASANCE OF
CONSULTANT,ITS OFFICERS,AGENTS, SERVANTS OR EMPLOYEES.
8.3 INTELLECTUAL PROPERTY INDEMNIFICATION— Consultant agrees to defend,
settle, or pay, at its own cost and expense, any claim or action against City for infringement of any
patent, copyright, trade mark, trade secret, or similar property right arising from City's use of the
software and/or documentation in accordance with this Agreement, it being understood that this
agreement to defend, settle or pay shall not apply if City modifies or misuses the software and/or
documentation.So long as Consultant bears the cost and expense of payment for claims or actions
against City pursuant to this section, Consultant shall have the right to conduct the defense of any
such claim or action and all negotiations for its settlement or compromise and to settle or compromise
any such claim; however,City shall have the right to fully participate in any and all such settlement,
negotiations, or lawsuit as necessary to protect City's interest, and City agrees to cooperate with
Consultant in doing so.In the event City,for whatever reason,assumes the responsibility for payment
of costs and expenses for any claim or action brought against City for infringement arising under this
Agreement., City shall have the sole right to conduct the defense of any such claim or action and all
negotiations for its settlement or compromise and to settle or compromise any such claim; however,
Consultant shall fully participate and cooperate with City in defense of such claim or action.
City agrees to give Consultant timely written notice of any such claim or action, with copies of all
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papers City may receive relating thereto. Notwithstanding the foregoing, City's assumption of
payment of costs or expenses shall not eliminate Consultant's duty to indemnify City under this
Agreement.If the software and/or documentation or any part thereof is held to infringe and the use
thereof is enjoined or restrained or,if as a result of a settlement or compromise,such use is materially
adversely restricted, Consultant shall, at its own expense and as City's sole remedy, either: (a)
procure for City the right to continue to use the software and/or documentation; or (b) modify the
software and/or documentation to make it non-infringing, provided that such modification does not
materially adversely affect City's authorized use of the software and/or documentation;or(c)replace
the software and/or documentation with equally suitable, compatible, and functionally equivalent
non-infringing software and/or documentation at no additional charge to City; or(d) if none of the
foregoing alternatives is reasonably available to Consultant terminate this Agreement, and refund
all amounts paid to Consultant by City, subsequent to which termination City may seek any and all
remedies available to City under law.
9. ASSIGNMENT AND SUBCONTRACTING.
9.1 Assignment. Consultant shall not assign or subcontract any of its duties, obligations or
rights under this Agreement without the prior written consent of City. If City grants consent to an
assignment, the assignee shall execute a written agreement with City and Consultant under which the
assignee agrees to be bound by the duties and obligations of Consultant under this Agreement. Consultant
and Assignee shall be jointly liable for all obligations of Consultant under this Agreement prior to the
effective date of the assignment.
9.2 Subcontract. If City grants consent to a subcontract,sub Consultant shall execute a written
agreement with Consultant referencing this Agreement under which sub Consultant shall agree to be bound
by the duties and obligations of Consultant under this Agreement as such duties and obligations may apply.
Consultant shall provide City with a fully executed copy of any such subcontract.
10. INSURANCE.
Consultant shall provide City with certificate(s)of insurance documenting policies of the following
types and minimum coverage limits that are to be in effect prior to commencement of any work pursuant
to this Agreement:
10.1 Coverage and Limits
(a) Commercial General Liability:
$1,000,000 - Each Occurrence
$2,000,000 - Aggregate
(b) Automobile Liability:
$1,000,000- Each occurrence on a combined single limit basis
Coverage shall be on any vehicle used by Consultant, its employees, agents,
representatives in the course of providing services under this Agreement. "Any
vehicle" shall be any vehicle owned, hired and non-owned.
(c) Worker's Compensation:
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Statutory limits according to the Texas Workers' Compensation Act or any other
state workers' compensation laws where the work is being performed
Employers' liability
$100,000 - Bodily Injury by accident; each accident/occurrence
$100,000- Bodily Injury by disease; each employee
$500,000- Bodily Injury by disease; policy limit
(d) Professional Liability(Errors& Omissions):
$1,000,000- Each Claim Limit
$1,000,000 - Aggregate Limit
Professional Liability coverage may be provided through an endorsement to the
Commercial General Liability (CGL) policy, or a separate policy specific to
Professional E&O. Either is acceptable if coverage meets all other requirements.
Coverage shall be claims-made,and maintained for the duration of the contractual
agreement and for two (2) years following completion of services provided. An
annual certificate of insurance shall be submitted to City to evidence coverage.
10.2 General Requirements
(a) The commercial general liability and automobile liability policies shall name City
as an additional insured thereon, as its interests may appear. The term City shall
include its employees, officers, officials, agents, and volunteers in respect to the
contracted services.
(b) The workers' compensation policy shall include a Waiver of Subrogation (Right
of Recovery) in favor of City.
(c) A minimum of Thirty (30) days' notice of cancellation or reduction in limits of
coverage shall be provided to City. Ten(10)days' notice shall be acceptable in the
event of non-payment of premium.Notice shall be sent to the Risk Manager, City
of Fort Worth, 200 Texas Street,Fort Worth,Texas 76102,with copies to the Fort
Worth City Attorney at the same address.
(d) The insurers for all policies must be licensed and/or approved to do business in the
State of Texas. All insurers must have a minimum rating of A-VII in the current
A.M.Best Key Rating Guide,or have reasonably equivalent financial strength and
solvency to the satisfaction of Risk Management. If the rating is below that
required,written approval of Risk Management is required.
(e) Any failure on the part of City to request required insurance documentation shall
not constitute a waiver of the insurance requirement.
(f) Certificates of Insurance evidencing that Consultant has obtained all required
insurance shall be delivered to the City prior to Consultant proceeding with any
work pursuant to this Agreement.
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11. COMPLIANCE WITH LAWS, ORDINANCES,RULES AND REGULATIONS.
Consultant agrees that in the performance of its obligations hereunder, it shall comply with all
applicable federal, state and local laws, ordinances, rules and regulations and that any work it produces in
connection with this Agreement will also comply with all applicable federal, state and local laws,
ordinances,rules and regulations.If City notifies Consultant of any violation of such laws,ordinances,rules
or regulations, Consultant shall immediately desist from and correct the violation.
12. NON-DISCRIDIINATION COVENANT.
Consultant, for itself, its personal representatives, assigns, subConsultants and successors in
interest, as part of the consideration herein, agrees that in the performance of Consultant's duties and
obligations hereunder, it shall not discriminate in the treatment or employment of any individual or group
of individuals on any basis prohibited by law. IF ANY CLAIM ARISES FROM AN ALLEGED
VIOLATION OF THIS NON-DISCRIMINATION COVENANT BY CONSULTANT, ITS
PERSONAL REPRESENTATIVES, ASSIGNS, SUBCONSULTANTSS OR SUCCESSORS IN
INTEREST, CONSULTANT AGREES TO ASSUME SUCH LIABILITY AND TO INDEMNIFY
AND DEFEND CITY AND HOLD CITY HARMLESS FROM SUCH CLAIM.
13. NOTICES.
Notices required pursuant to the provisions of this Agreement shall be conclusively determined to
have been delivered when (1) hand-delivered to the other party, its agents, employees, servants or
representatives, (2)delivered by facsimile with electronic confirmation of the transmission, or(3)received
by the other party by United States Mail, registered, return receipt requested, addressed as follows:
To CITY: To CONSULTANT:
City of Fort Worth Public Sector Personnel Consultants, Inc.
Attn: Susan Alanis,Assistant City Manager Matthew Weatherly, President
200 Texas Street 1215 W. Rio Salado Parkway#109
Fort Worth, TX 76102-6314 Tempe,AZ 85281
Facsimile: (817) 392-8654 Facsimile: (480) 970-6019
With copy to Fort Worth City Attorney's Office at
same address
14. SOLICITATION OF EMPLOYEES.
Neither City nor Consultant shall, during the term of this Agreement and additionally for a period
of one year after its termination, solicit for employment or employ, whether as employee or independent
Consultant , any person who is or has been employed by the other during the term of this Agreement,
without the prior written consent of the person's employer. Notwithstanding the foregoing, this provision
shall not apply to an employee of either party who responds to a general solicitation of advertisement of
employment by either party.
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15. GOVERNMENTAL POWERS.
It is understood and agreed that by execution of this Agreement, City does not waive or surrender
any of its governmental powers or immunities.
16. NO WAIVER.
The failure of City or Consultant to insist upon the performance of any term or provision of this
Agreement or to exercise any right granted herein shall not constitute a waiver of City's or Consultant's
respective right to insist upon appropriate performance or to assert any such right on any future occasion.
17. GOVERNING LAW/VENUE.
This Agreement shall be construed in accordance with the laws of the State of Texas.If any action,
whether real or asserted, at law or in equity, is brought pursuant to this Agreement, venue for such action
shall lie in state courts located in Tarrant County,Texas or the United States District Court for the Northern
District of Texas, Fort Worth Division.
18. SEVERABILITY.
If any provision of this Agreement is held to be invalid, illegal or unenforceable, the validity,
legality and enforceability of the remaining provisions shall not in any way be affected or impaired.
19. FORCE MAJEURE.
City and Consultant shall exercise their best efforts to meet their respective duties and obligations
as set forth in this Agreement,but shall not be held liable for any delay or omission in performance due to
force majeure or other causes beyond their reasonable control, including, but not limited to, compliance
with any government law, ordinance or regulation, acts of God, acts of the public enemy, fires, strikes,
lockouts, natural disasters, wars, riots, material or labor restrictions by any governmental authority,
transportation problems and/or any other similar causes.
20. HEADINGS NOT CONTROLLING.
Headings and titles used in this Agreement are for reference purposes only, shall not be deemed a
part of this Agreement,and are not intended to define or limit the scope of any provision of this Agreement.
21. REVIEW OF COUNSEL.
The parties acknowledge that each party and its counsel have reviewed and revised this Agreement
and that the normal rules of construction to the effect that any ambiguities are to be resolved against the
drafting party shall not be employed in the interpretation of this Agreement or Exhibits A,B, and C.
22. AMENDMENTS/MODIFICATIONS/EXTENSIONS.
No amendment,modification, or extension of this Agreement shall be binding upon a party hereto
unless set forth in a written instrument, which is executed by an authorized representative of each party.
23. ENTIRETY OF AGREEMENT.
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This Agreement, including Exhibits A, B and C, contains the entire understanding and agreement
between City and Consultant, their assigns and successors in interest, as to the matters contained herein.
Any prior or contemporaneous oral or written agreement is hereby declared null and void to the extent in
conflict with any provision of this Agreement.
24. COUNTERPARTS.
This Agreement may be executed in one or more counterparts and each counterpart shall, for all
purposes, be deemed an original, but all such counterparts shall together constitute one and the same
instrument.
25. WARRANTY OF SERVICES.
Consultant warrants that its services will be of a professional quality and conform to generally
prevailing industry standards.City must give written notice of any breach of this warranty within thirty(3 0)
days from the date that the services are completed. In such event, at Consultant's option, Consultant shall
either (a) use commercially reasonable efforts to re-perform the services in a manner that conforms with
the warranty, or(b)refund the fees paid by City to Consultant for the nonconforming services.
26. IMNUGRATION NATIONALITY ACT.
City actively supports the Immigration & Nationality Act (INA) which includes provisions
addressing employment eligibility,employment verification,and nondiscrimination.Consultant shall verify
the identity and employment eligibility of all employees who perform work under this Agreement.
Consultant shall complete the Employment Eligibility Verification Form(I-9), maintain photocopies of all
supporting employment eligibility and identity documentation for all employees,and upon request,provide
City with copies of all I-9 forms and supporting eligibility documentation for each employee who performs
work under this Agreement. Consultant shall establish appropriate procedures and controls so that no
services will be performed by any employee who is not legally eligible to perform such services. Consultant
shall provide City with a certification letter that it has complied with the verification requirements required
by this Agreement. Consultant shall indemnify City from any penalties or liabilities due to violations of this
provision. City shall have the right to immediately terminate this Agreement for violations of this provision
by Consultant.
27. OWNERSHIP OF WORK PRODUCT.
City shall be the sole and exclusive owner of all reports, work papers, procedures, guides, and
documentation, created, published, displayed, and/or produced in conjunction with the services provided
under this Agreement(collectively, "Work Product"). Further, City shall be the sole and exclusive owner
of all copyright, patent, trademark, trade secret and other proprietary rights in and to the Work Product.
Ownership of the Work Product shall inure to the benefit of City from the date of conception, creation or
fixation of the Work Product in a tangible medium of expression (whichever occurs first). Each
copyrightable aspect of the Work Product shall be considered a "work-made-for-hire" within the meaning
of the Copyright Act of 1976, as amended. If and to the extent such Work Product, or any part thereof, is
not considered a "work-made-for-hire" within the meaning of the Copyright Act of 1976, as amended,
Consultant hereby expressly assigns to City all exclusive right,title and interest in and to the Work Product,
and all copies thereof, and in and to the copyright,patent,trademark,trade secret, and all other proprietary
rights therein, that City may have or obtain, without further consideration, free from any claim, lien for
balance due, or rights of retention thereto on the part of City.
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28. SIGNATURE AUTHORITY.
The person signing this Agreement hereby warrants that he/she has the legal authority to execute
this Agreement on behalf of the respective party, and that such binding authority has been granted by proper
order,resolution,ordinance or other authorization of the entity.This Agreement and any amendment hereto,
may be executed by any authorized representative of Consultant whose name,title and signature is affixed
on the Verification of Signature Authority Form, which is attached hereto as Exhibit "C". Each .party is
fully entitled to rely on these warranties and representations in entering into this Agreement or any
amendment hereto.
29. CHANGE IN COMPANY NAME OR OWNERSHIP
Consultant shall notify City's Purchasing Manager, in writing, of a company name, ownership, or
address change for the purpose of maintaining updated City records. The president of Consultant or
authorized official must sign the letter. A letter indicating changes in a company name or ownership must
be accompanied with supporting legal documentation such as an updated W-9, documents filed with the
state indicating such change,copy of the board of director's resolution approving the action,or an executed
merger or acquisition agreement. Failure to provide the specified documentation so may adversely impact
future invoice payments.
30. PROHIBITION ON CONTRACTING WITH COMPANIES THAT BOYCOTT ISRAEL
Consultant acknowledges that in accordance with Chapter 2270 of the Texas Government Code,
the City is prohibited from entering into a contract with a company for goods or services unless the contract
contains a written verification from the company that it: (1)does not boycott Israel; and(2)will not boycott
Israel during the term of the contract. The terms "boycott Israel" and"company" shall have the meanings
ascribed to those terms in Section 808.001 of the Texas Government Code. By signing this contract,
Consultant certifies that Consultant's signature provides written verification to the City that
Consultant: (1)does not boycott Israel; and(2)will not boycott Israel during the term of the contract.
IN WITNESS WHEREOF,the parties hereto have executed this Agreement in multiples this 191
day of November, 2018.
(signature page follows)
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ACCEPTED AND AGREED:
CITY OF FORT WORTH:
CONTRACT COMPLIANCE MANAGER:
T ` By signing I acknowledge that I am the person
responsible for the monitoring and administration of
this contract,including ensuring all performance and
By ame: usan Alanis reporting requirements.
Assistant City Manager
Date: By:
Name: Harold Cates
APPROVAL RECOMMENDE Title: Human Resources Manager
APPROVED AS TO FORM AND LEGALITY:
By:
Nine ian Dic1£e on
e: Human R sources Director By:
ame:
ATTEST: Title: Assistant City Attorney
VoRr TRACT AUTHORIZATION:
Nt
By:
ame: a r (� _
Title: City Secretary *`.
CONSULTANT:
Public Sector Personnel Consultants, Inc. ATTEST:
By:
Name:
By:
Name: Matthew Weatherly Title:
Title: President
Date: November 14, 2018
OFFICIAL RECORD
CITY SECRETARY
Professional Services Agreement—Exhibit A a TX
EXHIBIT A
SCOPE OF SERVICES
PUBLIC SECTOR PERSONNEL CONSULTANTS (PSPQ proposes the following program of consulting
services and implementation support to conduct a compensation survey.
Proiect Planning and Communication
1. Telephone planning meeting with the City's Human Resources Staff and project designee(s)
2. As-needed policy input and project direction meeting with Council, HR and designee(s)
Compensation Survey Updating
3. Occupational familiarization by review of City's current job descriptions and compensation plans
4. Organizational familiarization by review of City organization charts, budgets, and annual reports
5. Confirmation of City's competitive employment areas for compensation surveys, for City
approval
6. Confirmation of historical job matches used for each benchmark(job description comparisons)
7. Collection and data entry of pay range MIN/MAX values in to City's past survey templates
8. Application of published private sector data and weighting of public and private market data
9. Consolidation of data from all sources and calculation of prevailing rates for benchmark jobs
10. Aging of collected data and adjustment for any geographical differences
11. Computation of extent City's compensation offerings vary from external prevailing rates and
practices
12. Review of competitiveness analysis with Human Resources, City Officials and City's project
designees
Application of Data: Compensation Plan Updating or Slotting
13. Assignment of job classes to updated salary ranges by internal equity and external
competitiveness
14. Linkage of survey data to non-benchmark jobs for"whole plan"updating of pay range
placements
15. Assessment of payroll including compression, range penetration, and modeling of alternatives
16. Fiscal impact estimates at various levels of external prevailing rates competitiveness policies
17. Review and critique of draft salary and implementation plans with Human Resources,project
leaders
18. Creation of"automated" files for ongoing pay plan updating and maintenance
Communication of Results and Implementation Strategies
19. Preparation and presentation of a final project report for the City Council, staff, and City Officials
20. Development of a plan for the implementation of City's updated compensation plan
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21. Uploading of EZ COMPTM program files on a Human Resources Department computer, staff
training
22. Development and provision of process for ongoing plan maintenance and subsequent plan
updates
23. Assistance with communicating the City's updated plans for all City officials and employees
24. One year compensation plan maintenance assistance at no cost to the City
PROJECT APPROACH AND METHODOLOGY
Following is our overall work plan and approach to achieving the City's objectives for the conduct of a
compensation study.
A. OBJECTIVES OF THE PROJECT
The recommended plans, programs, systems and administrative procedures will meet these ten most
important criteria.
-Internally equitable -Financially responsible
-Externally competitive -Efficiently administered
-Readily understood -Inclusive of employee input
-Easily updated& maintained -Reflective of City's values
-Legally compliant& defensible -Reflective of prevailing"best practices"
B. SCOPE OF THE PROJECT
The project could include: partnership with the City's Human Resources staff, City Manager, Council,
and project designee(s); occupational, organizational, and operational familiarization; EZ COMPrll-
base pay compensation survey update and competitiveness analysis; updated salary range
recommendations and models; fiscal impact estimates and multiple implementation scenarios; updated
compensation plan and one year of compensation plan implementation support for all included job
classifications.
C. COMPREHENSIVE AND SUSTAINABLE COMPENSATIONPLAN
I. City Involvement in Compensation Plan Development
We will obtain policy direction from the City Council, Human Resources staff, and/or City
Officials on the following key components of the salary plan development process:
- Comparator Employer Selection - Job Evaluation Method-Salary Plan
Linkage
- Benchmark Job Class Selection - Draft Compensation Plan Review /
Critique
- Compensation Competitiveness Policy - Compensation Points for Analysis
- Salary Structure Selection - Project Implementation Plan
Professional Services Agreement
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2. Comprehensive Compensation Survey
We will collect the complete pay plans from each of the City's comparators and build a custom survey
database to ensure accuracy and completeness, unique to the City's job classifications.
a. Data Collection Protocol will be developed in consultation with the City's project leaders to
determine which salary data elements to include, such as:
Salary Information
Salary range structure Minimum, Midpoint, and Maximum
Pay table designs, steps, open range, average number of steps
Methods of salary administration s/a COLA, merit, general increase
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11/18
b. Benchmark Job Selection will be made by identifying City job classes common to its
employment-competitive public and private employers in the immediate area and throughout
the region or State,clearly identifiable,and representative of standard occupational job groups.
c. Comparator Employers Identification will be made in consultation with the City's Project
Manager(s)or City Council.Criteria include their degree of competition to the City in obtaining
and retaining high quality staff, their location in the City's traditional recruitment areas, and
their organizational size and complexity.
d Compensation Data Collection will be made by one or more of the following methods.
- Pre-survey contact with the selected comparator employers to solicit participation in the
City's compensation survey(s)
- Extraction from the pay plans of designated public employers.
- Customized salary survey requests for local governments and other public employers,
distributed by mail, fax, and e-mail.
- As desired,additional data extraction from established salary surveys and commercial survey
sources such as Watson Wyatt,ERI,AWWA, etc.
e. Data Quality Control includes editing data for accuracy and proper matching to the City's
survey benchmark jobs, and phone/fax/E-mail follow-ups for data clarification and to obtain
comparators' benchmark job descriptions.
3. Prevailin,-Rates Calculation
We will consolidate the compensation data from all sources, enter the information into the EZ
COMPrM program,and compute the prevailing rates, inclusive of cost of living differentials, as the
statistical mean of the survey data for each benchmark job class. Data will be projected forward
from the date of collection to a common date relating to the City's salary plan year by the annual
Professional Services Agreement
Public Sector Personnel Consultants,Inc., Consulting Services, Page 13 of 17
Prevailing Rate Increase Factor(PRI)applicable at that time.
4. Compensation Competitiveness Comparison
We will provide the City with charts comparing its current salary structures to those of the selected
public and private comparator employers.We will calculate the extent that the City's offerings vary
from the prevailing rates and practices of other relevant employers.
S. Compensation Competitiveness Policy
We will assist the City to select a compensation competitiveness policy which best fits its
compensation strategy and financial resources, by providing fiscal impact estimates at various
percentage relationships to the prevailing rates.
6. Salary Plan Structure Updatin
We will 1)prepare updates to the City's current wage plan structures or 2)prepare alternative salary
range structures and schedules for the City to select the best fit for its competitiveness strategy,
with these optional criteria:
- Method of administration, i.e.: measured job performance, longevity, or skill
- Width of the salary ranges, grades, or broad bands, from Minimum to Maximum
- If steps within the salary ranges, number of steps, percentage separation
- Number of salary ranges, grades, or broad bands in the salary schedule
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS
11/18
7. Salary Range Assignment Development
We will assign each job classification to a salary range in the City's current or selected new salary
structure on the basis of a combination of factors, including:
- the prevailing rates for the benchmark job classes
- its current relationship to similar or occupationally related job classes
- the 15% guideline for salary range separation between sequential job classes
- the 25% guideline for salary separation of a department head job class
8. Implementation Plan Development
We will consult with the Human Resources staff and Project Team on a plan for transition to the
recommended plan, including a timetable for the principal activities, employee communication,
multi-year strategies as needed, and estimates of required financial resources.
D. FINAL REPORTSAND PRESENTATIONS
Professional Services Agreement
Public Sector Personnel Consultants, Inc., Consulting Services,Page 14 of 17
1. Draft and Final Report Preparation
We will provide the City's project leader(s) with a draft of our report for review and critique,
including market data, salary comparison tables, fiscal estimates, salary range listings, and
implementation procedures. We will incorporate their critique into the development of a final
report summarizing the project's findings, recommendations, and detailed description of the
City's updated compensation plans.
2. Final Report Presentations
We will conduct a workshop or formal presentation of our final report and recommendations to the
Human Resources staff, City Officials, and employees.
C. PROTECT TIME ESTIMATE
We estimate a survey update could be completed in 90 days from authorization to proceed.
Professional Services Agreement
Public Sector Personnel Consultants, Inc., Consulting Services,Page 15 of 17
EXHIBIT B
PRICE SCHEDULE
A. PROJECT COST ESTIMATE
We estimate that the project's total cost,including all fees for professional services and reimbursement
for out-of-pocket expenses, will not exceed$19,500.
B. FLEXIBLE WORK PLAN,NEGOTL4BLE TOTAL COST, TERMS
Our work plan is flexible and total project cost negotiable, and we will discuss,modify, add or delete,
any work task to increase the project's responsiveness to the City's needs and financial resources. We
will provide the City with monthly invoices for the professional services provided and out-of-pocket
expenses incurred during the month. We request that the City pay the invoices within thirty(30)days
of their receipt.
Professional Services Agreement—Exhibit B Page 16 of 17
EXHIBIT C
VERIFICATION OF SIGNATURE AUTHORITY
PUBLIC SECTOR PERSONNEL CONSULTANTS,INC.
1215 W. RIO SALADO PARKWAY#109
TEMPE,ARIZONA 85281
Consultant hereby agrees to provide City with compensation benchmark study details as described herein,
but also presentation of the benchmark study details and results for all job classifications.
Execution of this Signature Verification Form ("Form") hereby certifies that the following individuals
and/or positions have the authority to legally bind Consultant and to execute any agreement, amendment or
change order on behalf of Consultant. Such binding authority has been granted by proper order,resolution,
ordinance or other authorization of Consultant. City .is fully entitled to rely on the warranty and
representation set forth in this Form in entering into any agreement or amendment with Consultant.
Consultant will submit an updated Form within ten (10) business days if there are any changes to the
signatory authority. City is entitled to rely on any current executed Form until it receives a revised Form
that has been properly executed by Consultant.
1. Name:
Position:
Signature
2. Name:
Position:
Signature
3. Name:
Position:
Signature
Name:
Signature of President/CEO
Other Title:
Date:November 14, 2018
Professional Services Agreement—Exhibit C Page 17 of 17
QUOTE TO CONDUCT
A SALARY SURVEY
FOR THE
CITY OF FORT WORTH
NOVEMBER 2018
PREPARED BY
Matthew Weatherly, President
Regionally: 25 Highland Park Village #100-605 Dallas, TX 75205
(888) 522-7772 / (480) 970-6019 f
PUBLIC
_SECTOR
C%®Ai[Ci1iN'cL
MSULTANTS
PUBLIC L
SECTOR
------------------
tMtAstlMlliCL
CUSULTANTS `
November 7, 2018
Ms. Baby Raley
Human Resources
City of Fort Worth
200 Texas Street
Fort Worth, TX 76102
Dear Ms. Raley,
Pursuant to your request, we are pleased to provide you with a quote and work outline to assist the City with a
compensation survey. We specialize in these services, and have implemented classification and compensation
plans for more than 1,000 public employers nationwide, including more than 325 municipal employers and more
than 50 Texas public employers.
Current and recently completed projects in Texas include the Cities of Frisco, Plano, Allen, Addison, Carrollton,
Grand Prairie, Denton, Bedford, Watauga, Saginaw, Prosper, Fairview, Abilene, Killeen, Horseshoe Bay,
Georgetown, Killeen, DeSoto, Waco, Galveston, Baytown and Seabrook.
We believe our firm is uniquely qualified to perform this study. We will utilize only full time members of our staff,
who have a combined 120+ years of conducting and implementing classification and compensation studies.
Thank you for your interest in our firm's services. If we can provide any additional information, or if you would like to
visit further about the City's project needs, please contact me at any time.
Sincerely,
VA- W --
Matthew Weatherly, President
(888) 522-7772
mweatherly_[c)-a)
CC: Sam Heinz, PSPC—Austin/Dallas Office
Regional Offices in Austin and Dallas
National Office: 1215 W. Rio Salado Parkway#109 Tempe,AZ 85281
888.522.7772•FAX(480)970-6019•www.compensationconsultinq.com
HISTORY AND FACTS ABOUT OUR FIRM
• HISTORY OF OUR FIRM
Public Sector Personnel Consultants (PSPC) originated in 1972 with the Public Sector Group of the
international human resources consulting firm of Hay Associates. PSPC was established as an independent
firm in 1982. We are a single-owner, debt-free subchapter-S corporation.
• REGIONAL STAFF
We have regional offices or affiliates in Austin, TX, Dallas, TX, Santa Fe, NM, Columbus, OH, Chicago, IL,
Denver, CO, Kansas City, MO, Los Angeles, CA, Sacramento, CA, St. Paul, MN, San Diego, CA, Seattle, WA,
and Tempe, AZ.
• SPECIALIZED IN COMPENSATION SERVICES
We are "super-specialists" in compensation, providing services in job analysis, position classification, job
content evaluation, compensation, and directly related services. Over 98% of our classification and
compensation studies have been successfully implemented by our clients.
• SPECIALIZED IN PUBLIC SECTOR CLIENTS
We provide services exclusively to public sector employers including municipalities, counties, utility districts,
library districts, special districts, state governments, housing and redevelopment agencies, airport authorities,
school districts, higher education, and tribal governments.
• SPECIALIZED COMPENSATION STAFF
Our staff is comprised of eight (8) full time and an additional five (5) part time senior human resources
professionals with very extensive experience as compensation managers and consultants for public
employers. Our staff has more than 100 years of combined experience working for and consulting to public
sector employers.
• OVER 9,000 PUBLIC EMPLOYERS SERVED
Our staff members have provided compensation, human resources, training and related consulting services to
more than 1,000 public and 200 private employers throughout the U.S.
• AMERICAN COMPENSATION ASSOCIATION PARTICIPATION(ACA) (NOW WORLDATWORK)
Our consultants are active members of ACA, including serving as instructors for the ACA certification courses.
• SPECIALIZED COMPENSATION AND RELATED RESOURCES
We utilize our EZ COMPI salary survey and plan program, modified FES point-factor job evaluation system,
AEPTm performance evaluation plan, and SNAP'staffing needs analysis program.
• FIRST YEAR IMPLEMENTATION WARRANTY
We provide our clients with extensive implementation support during the first year, and we will analyze,
evaluate, classify, and provide a salary range recommendation for any new or changed position or entire job
class, at no additional cost.
PUBLIC SECTOR PERSONNEL CONSULTANTS
TEXAS EMPLOYERS SERVED BY MEMBERS OF OUR STAFF
Abilene, City of Houston Housing Authority
Addison, Town of* Jefferson County *
Allen, City of Jefferson County Appraisal District
Austin Housing Authority Kerrville, City of
Balcones Heights, City of Killeen, City of
Baylor University Lakeway, City of
Bedford, City of League City, City of
Bee Cave, Village of Longview, City of
Benbrook, City of Midland, City of
Carrizo Springs, City of Nederland, City of
Carrollton, City of New Braunfels, City of
Cedar Park, City of Odessa, City of
Colleyville, City of Palestine, City of
Community Assoc. of the Woodlands Pearland, City of
Corinth, City of Plano, City of
Dallas County . Port Neches, City of
Dallas Housing Authority Prosper, Town of
Eagle Pass, City of* Rockwall, City of
EI Paso County San Angelo, City of
EI Paso, City of* San Jacinto College District
Fairview, Town of San Marcos, City of
Frisco, City of * Schertz, City of
Galveston, Port of Seabrook, City of
Georgetown, City of South Padre Island, Town of
Grayson, County of State Bar of Texas
Grapevine, City of* Texas Department of Banking
Grand Prairie, City of Texas Department of Transportation
Haltom City, City of Texas Office of Attorney General
Harrison County Texas Water Development Board
Hays County Tomball, City of
Horseshoe Bay, City of* (Lake LBJ MUD) Waco, City of
* "repeat" clients — multiple projects performed
PUBLIC SECTOR PERSONNEL CONSULTANTS
SHORT LIST - REPRESENTATIVE PROJECT REFERENCES
Following is a listing of agencies which are representative of more than 1,000 employers for whom members of our
firm have services similar to those requested by the City.
FRISCO, CITY OF, TX KILLEEN, CITY OF, TX
Ms. Lauren Safranek, HR Director Ms. Eva Bark, Executive HR Director
6101 Frisco Square Boulevard 101 N. College Street
Frisco, TX 75034 Killeen, TX 76541
(972) 292-5210 (254) 501-7834
Isafranek(aD,friscotexas.gov EBark(@killeentexas.gov
FY 2017 Salary and Benefits Survey and Pay Plan FY 2018 Pay Plan Re-Design Support
2014 Surveys; Annual Salary Survey Update Support; FY 2017 Survey Sampling and Planning
Position Classification and FY 2002 Salary Plan FY 2015 Survey and Compensation Plan
GRAPEVINE, CITY OF, TX CARROLLTON, CITY OF, TX
Mr. Bruno Rumbelow, City Manager Ms. Samantha Dean, WF Services Director
200 S. Main Street 1945 E. Jackson Rd.
Grapevine, TX 76051 Carrollton, TX 75006
(817)410-3104 (972)466-3091
Brumbelow(a.gragevinetexas.gov Samantha.Dean(c citvofcarrollton.com
FY 2017 Pay Plan Support FY 2018 Salary Survey and Compensation Plan
FY 2015 Compensation Study FY 2016 Salary Survey and Compensation Plan
FY 2012 Compensation Study FY 2013 Salary Survey and Compensation Plan
GALVESTON, CITY OF, TX STATE BAR OF TEXAS
Mr. Kent Etienne, HR Director Ms.Amy Turner, Director of HR
P.O. Box 779 1414 Colorado Street
Galveston, TX 77553 Austin, TX 78701
(409) 797-3655 (512)427-1463
EtienneKen(acityofgalveston.org Amy.Turner(d�TEXASBAR.COM
FY 2018 Survey and Plan Updates FY 2018 Compensation Study and Plan Update
Position Classification and FY 2016 Salary Plan Position Classification and FY 2013 Salary Plan
WACO, CITY OF, TX GRAND PRAIRIE, CITY OF, TX
Mr. Jack Harper, Assistant City Manager Ms. Lisa Norris, HR Director
300 Austin Avenue 318 West Main Street
Waco, TX 76702 Grand Prairie, TX 75050
1254) 750-5640 (972) 237-8071
iackh _ acotx.gov Lnorris(�GPTX.org
Position Classification and FY 2016 Salary Plan FY 2013 Salary Survey and Compensation Plan
PUBLIC SECTOR PERSONNEL CONSULTANTS
MATTHEW E. WEATHERLY, PRESIDENT
Mr. Weatherly has over 15 years of experience as a human resources management professional and consultant,
specializing in position classification, compensation, recruitment and selection. He has served as a Human
Resources Manager with Employee Solutions, Inc. and Staffing Consultant with Initial Staffing Services.
He has completed projects in staff development, recruitment, selection, job descriptions, salary survey, and salary
plan development. Among his current and recently completed consulting projects are those for:
Benbrook, City of, TX Georgetown, City of, TX Lakeway, City of, TX
Carrollton, City of, TX Grapevine, City of, TX Odessa, City of, TX
Colleyville, City of, TX Haltom City, City of, TX Rockwall, City of, TX
Frisco, City of, TX Horseshoe Bay, City of, TX San Angelo, City of, TX
Mr. Weatherly holds a BS degree in Human Resources Management from Arizona State University. He has been a
featured speaker at TMHRA and regional City Manager and HR Regional meetings in Texas.
ELIZABETH J. LOCURTO, CCP, VICE PRESIDENT
Ms. LoCurto has over 30 years of experience as a compensation manager and consultant for public and private
employers, specializing in job analysis, salary surveys, and salary plan development. She has served as
Compensation Research Associate for Hayes/Hill, Inc., Senior Compensation Analyst for AON Corporation,
Compensation Manager for Loyola University, and Project Manager for the American Compensation Association.
She has conducted projects in job audits, job descriptions, salary surveys, compensation database management,
compensation plan development, compensation training course development, and compensation trend research.
Among her consulting projects are:
Apache County, AZ El Segundo, City of, CA OKC Zoological Park
Austin Community College, TX Huntington Beach, City of, CA Sacramento, City of, CA
CA Family Health Council Los Alamos County, NM State Bar of Texas
El Paso, City of, TX Norman, City of, OK Texas Office of Attorney General
Ms. LoCurto holds a BS degree in Business Administration from Arizona State University. She holds the Certified
Compensation Professional (CCP) designation from the American Compensation Association.
KATHERINE TILZER, SPHR
Ms. Tilzer has more than 15 years of experience as a human resources manager and consultant, specializing in
employee relations, compensation, and recruitment. She has served as Personnel Manager for Laboratory
Corporation of America, Director of Human Resources for Plaza Healthcare, Inc., and Director of Human
Resources for American Baptist Homes.
Aleutian Housing Authority, AK EI Paso, City of, TX Pueblo West Metro Dist, CO
Boone County, MO Huntington Beach, CA Rowlett, City of, TX
Cochise College, AZ Lake Tahoe College, CA San Marcos, City of, TX
Colleyville, City of, TX Plano, City of, TX Tomball, City of, TX
She holds a BS degree in Management from the University of Phoenix, and certification as Senior Professional in
Human Resources from the Society for Human Resources Management.
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11118
BOB LONGMIRE, PMP
Mr. Longmire has more than 10 years of project management experience and consulting for public employers,
specializing in employee development, classification, and compensation. He has served as National Sales Director
for Connexion Technologies and Brand Marketing Manager for Plink.
He has completed projects in job analysis, position classification, compensation surveys and plan development.
Among her consulting projects are those for:
City of Frisco, TX City of Plano, TX Northern AZ Council of Gov'ts
City of Kingsville, TX City of Salinas, CA Pitkin County, CO
City of Monterey, CA Greater Orlando Airport, FL Sacramento City School District, CA
City of Plainview, TX King County Library Systems, WA Tacoma Metro Parks, WA
Mr. Longmire holds a BS degree in Administration from Colorado Christian University and designation as Project
Management Professional from the Project Management Institute.
WAYNE BREDE
Mr. Brede has over 30 years of experience working for the Minnesota Department of Transportation as a Workforce
Planning Manager and Staffing Services Manager, and has served as a succession planning and career ladder
consultant for nearly 50 public and private employers.
He has conducted projects in workforce development, succession planning,job analysis, position classification, job
evaluation, compensation surveys, compensation plan development, employee relations, and recruitment. Among
his recent client projects are those for:
EI Paso County, TX Hamilton County, TN Red Lake Indian Reserv., MN
Fresno, City of, CA Las Cruces, City of, NM Rialto, City of, CA
Grand Forks, City of, ND Minot, City of, ND San Angelo, City of, TX
Great Falls, City of, MT Northwest Tech College, MN San Jose, City of, CA
Mr. Brede holds a BA degree in Mass Communications from the University of Minnesota and holds certificates in
Public Sector Personnel Management and Industrial Relations.
SAMUEL HEINZ, MPA, PHR
Mr. Heinz has conducted projects in job analysis, position classification,job evaluation, compensation surveys, and
compensation plan development. Among his recent client projects are those for:
Addison, Town of, TX DeSoto, City of, TX Prosper, Town of, TX
Apache Junction, City of, AZ Galveston, City of, TX Teton County, WY
Bismarck, City of, ND Midland, City of, TX The Colony, City of, TX
Carrollton, City of, TX Odessa, City of, TX Williston, City of, ND
Mr. Heinz holds a MA degree in Public Administration from Texas Tech.
PUBLIC SECTOR PERSONNEL CONSULTANTS proposes to utilize only full time members of our firm to
complete all of the project tasks and objectives. In order to maintain complete control of the project tasks and
deadlines, we will not utilize subcontractors for the completion of any projects.
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11118
SUMMARY OF SERVICES FOR THE CITY OF FORT WORTH
PUBLIC SECTOR PERSONNEL CONSULTANTS (PSPC) proposes the following program of consulting services and
implementation support to conduct a compensation survey.
Proiect Planning and Communication
1. Telephone planning meeting with the City's Human Resources Staff and project designee(s)
2. As-needed policy input and project direction meeting with Council, HR and designee(s)
Compensation SurveV Updating
3. Occupational familiarization by review of City's current job descriptions and compensation plans
4. Organizational familiarization by review of City organization charts, budgets, and annual reports
5. Confirmation of City's competitive employment areas for compensation surveys, for City approval
6. Confirmation of historical job matches used for each benchmark (job description comparisons)
7. Collection and data entry of pay range MIN/MAX values in to City's past survey templates
8. Application of published private sector data and weighting of public and private market data
9. Consolidation of data from all sources and calculation of prevailing rates for benchmark jobs
10. Aging of collected data and adjustment for any geographical differences
11. Computation of extent City's compensation offerings vary from external prevailing rates and practices
12. Review of competitiveness analysis with Human Resources, City Officials and City's project designees
Application of Data: Compensation Plan Updating or Slotting
13. Assignment of job classes to updated salary ranges by internal equity and external competitiveness
14. Linkage of survey data to non-benchmark jobs for"whole plan" updating of pay range placements
15. Assessment of payroll including compression, range penetration, and modeling of alternatives
16. Fiscal impact estimates at various levels of external prevailing rates competitiveness policies
17. Review and critique of draft salary and implementation plans with Human Resources, project leaders
18. Creation of"automated" files for ongoing pay plan updating and maintenance
Communication of Results and Implementation Strategies
19. Preparation and presentation of a final project report for the City Council, staff, and City Officials
20. Development of a plan for the implementation of City's updated compensation plan
21. Uploading of EZ COMPI program files on a Human Resources Department computer, staff training
22. Development and provision of process for ongoing plan maintenance and subsequent plan updates
23. Assistance with communicating the City's updated plans for all City officials and employees
24. One year compensation plan maintenance assistance at no cost to the City
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11/18
PROJECT APPROACH AND METHODOLOGY
Following is our overall work plan and approach to achieving the City's objectives for the conduct of a
compensation study.
A. OBJECTIVES OF THE PROJECT
The recommended plans, programs, systems and administrative procedures will meet these ten most important
criteria.
- Internally equitable - Financially responsible
- Externally competitive - Efficiently administered
- Readily understood - Inclusive of employee input
- Easily updated & maintained - Reflective of City's values
- Legally compliant&defensible - Reflective of prevailing "best practices"
B. SCOPE OF THE PROJECT
The project could include: partnership with the City's Human Resources staff, City Manager, Council, and
project designee(s); occupational, organizational, and operational familiarization; EZ COMPTM; base pay
compensation survey update and competitiveness analysis; updated salary range recommendations and
models; fiscal impact estimates and multiple implementation scenarios; updated compensation plan and one
year of compensation plan implementation support for all included job classifications.
C. COMPREHENSIVE AND SUSTAINABLE COMPENSATION PLAN
1. City Involvement in Compensation Plan Development
We will obtain policy direction from the City Council, Human Resources staff, and/or City Officials on the
following key components of the salary plan development process:
- Comparator Employer Selection - Job Evaluation Method-Salary Plan Linkage
- Benchmark Job Class Selection - Draft Compensation Plan Review/Critique
- Compensation Competitiveness Policy - Compensation Points for Analysis
- Salary Structure Selection - Project Implementation Plan
2. Comprehensive Compensation Survey
We will collect the complete pay plans from each of the City's comparators and build a custom survey database
to ensure accuracy and completeness, unique to the City's job classifications_
a. Data Collection Protocol will be developed in consultation with the City's project leaders to determine
which salary data elements to include, such as:
Salary Information
- Salary range structure Minimum, Midpoint, and Maximum
Pay table designs, steps, open range, average number of steps
Methods of salary administration s/a COLA, merit, general increase
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11118
b. Benchmark Job Selection will be made by identifying City job classes common to its employment-
competitive public and private employers in the immediate area and throughout the region or State,
clearly identifiable, and representative of standard occupational job groups.
c. Comparator Employers Identification will be made in consultation with the City's Project Manager(s)
or City Council. Criteria include their degree of competition to the City in obtaining and retaining high
quality staff, their location in the City's traditional recruitment areas, and their organizational size and
complexity.
d. Compensation Data Collection will be made by one or more of the following methods.
Pre-survey contact with the selected comparator employers to solicit participation in the City's
compensation survey(s)
Extraction from the pay plans of designated public employers.
Customized salary survey requests for local governments and other public employers, distributed by
mail, fax, and e-mail.
As desired, additional data extraction from established salary surveys and commercial survey
sources such as Watson Wyatt, ERI,AWWA, etc.
e. Data Quality Control includes editing data for accuracy and proper matching to the City's survey
benchmark jobs, and phone/fax/E-mail follow-ups for data clarification and to obtain comparators'
benchmark job descriptions.
3. Prevailing Rates Calculation
We will consolidate the compensation data from all sources, enter the information into the EZ COMPTM
program, and compute the prevailing rates, inclusive of cost of living differentials, as the statistical mean of
the survey data for each benchmark job class. Data will be projected forward from the date of collection to
a common date relating to the City's salary plan year by the annual Prevailing Rate Increase Factor (PRI)
applicable at that time.
4. Compensation Competitiveness Comparison
We will provide the City with charts comparing its current salary structures to those of the selected public
and private comparator employers. We will calculate the extent that the City's offerings vary from the
prevailing rates and practices of other relevant employers.
5. Compensation Competitiveness Policy
We will assist the City to select a compensation competitiveness policy which best fits its compensation
strategy and financial resources, by providing fiscal impact estimates at various percentage relationships to
the prevailing rates.
6. Salary Plan Structure Updating
We will 1) prepare updates to the City's current wage plan structures or 2) prepare alternative salary range
structures and schedules for the City to select the best fit for its competitiveness strategy, with these
optional criteria:
- Method of administration, i.e.: measured job performance, longevity, or skill
- Width of the salary ranges, grades, or broad bands, from Minimum to Maximum
- If steps within the salary ranges, number of steps, percentage separation
- Number of salary ranges, grades, or broad bands in the salary schedule
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11118
7. Salary Range Assignment Development
We will assign each job classification to a salary range in the City's current or selected new salary structure
on the basis of a combination of factors, including:
- the prevailing rates for the benchmark job classes
- its current relationship to similar or occupationally related job classes
- the 15% guideline for salary range separation between sequential job classes
- the 25% guideline for salary separation of a department head job class
8. Implementation Plan Development
We will consult with the Human Resources staff and Project Team on a plan for transition to the
recommended plan, including a timetable for the principal activities, employee communication, multi-year
strategies as needed, and estimates of required financial resources.
D. FINAL REPORTS AND PRESENTATIONS
1. Draft and Final Report Preparation
We will provide the City's project leader(s) with a draft of our report for review and critique, including
market data, salary comparison tables, fiscal estimates, salary range listings, and implementation
procedures. We will incorporate their critique into the development of a final report summarizing the
project's findings, recommendations, and detailed description of the City's updated compensation plans.
2. Final Report Presentations
We will conduct a workshop or formal presentation of our final report and recommendations to the Human
Resources staff, City Officials, and employees.
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11!18
COST PROPOSAL OPTIONS
A. PROJECT COST ESTIMATE
We estimate that the project's total cost, including all fees for professional services and reimbursement for out-
of-pocket expenses, will not exceed$19,500.
B. FLEXIBLE WORK PLAN, NEGOTIABLE TOTAL COST, TERMS
Our work plan is flexible and total project cost negotiable, and we will discuss, modify, add or delete, any work
task to increase the project's responsiveness to the City's needs and financial resources. We will provide the
City with monthly invoices for the professional services provided and out-of-pocket expenses incurred during
the month. We request that the City pay the invoices within thirty (30) days of their receipt.
C. PROJECT TIME ESTIMATE
We estimate a survey update could be completed in 90 days from authorization to proceed.
FWTX PUBLIC SECTOR PERSONNEL CONSULTANTS 11118