HomeMy WebLinkAboutCOOPERATIVE PERSONNEL SERVICES, DBA HR CONSULTING-2014INSURANCE ON FILE
WORK MAY PROCEED
UNTIL INSURANCE EXPIRES
"7 - //5
CLERK OF COUNCI�
DATE:Qy 20
4.
THIS AGREEMIFNT, made and
Cooperative Personnel Services dba CP
California (hereinafter "Consultant!'), a
corporation organized and existing uric
(hereinafter "City").
A. City desires to retain a c,
perfortning management
management compensatio
to provide management
services.
B. Consultant represents that
the City,
14-1"
ritered into this 15th day of July, 2014 by and between
HR Consulting, a joint powers authority of the State of
I the City of Santa Ana, a charter city and municipal
r the Constitution and laws of the State of California
t having special skill and knowledge in the field of
,usation studies for the purpose of preparing a
for the City. City has previously retained Consultant
sation studies and desires a continuation of those
is able and willing to provide Such services to
C. In undertaking the performance of this Agreement, Consultant represents that it is
knowledgeable in its field and that any services performed by Consultant under this
Agreement will be performcd=in compliance with Sikh standards as may reasonably be
expected from a professional consulting firm in the field,
NOW THMUORE, in consideration of the mutual and respective promises, and subject to
the terms and conditions hereinafter set forth, the parties agree as follows:
1. SCOPE OF SERVICES
Consultant shall continue to perform management compensation study services as set
forth in Consultant',-, PROPOSAL dated September 3. 2013, attached as Exhibit A to this
Agreement, and incorporated herein by r6ferenco,
2, RIEPRESENTAXIVES
For purposes of implementing
Executive Director of tbe Personnel So
representative of the Consultant shall
representative. Except as may be otW
authority to act on behalf of their respeo,
Agreement, the representative of City shall be the
2s Agency, or his designated representative, and the
the Chief Workforce Officer or his/her designated
se stated, herein, such representatives shall have the
patties in carrying out the terms of this Agreement.
Consultant warrants and represents that it has the absolute right to enter into and perform
this Agreement and will perform its obligations hereunder in accordance with standards and
practices prevailing in the industry, Consultant's contribution to the Study, including works to
be produced by Consultant hercunder,• will not infringe or misappropriate the proprietary or
personal rights of any third person or party. Consultant shall deliver to City any work product
which results from the services provided. Said work product shall be submitted in hard copy
and produced in a form compatible with City's information systems, as agreed between the
Project Manager and Consultant.
In regard to all material prodlUqd, as a deliverable under this Agreement, including but
not limited to records, papers, dmwmg,s, specifications, programs, systems and other materials
prepared by Consultant, Consultant agrees, for itself and its affected officers, employees,
agents, contractors, and volunteer workers, that (a) other such material shall be the property of
the City, mid may not be copyrighted without Prior review from the City, and (b) the authors of
all such material, whether copyrighted Or not, award to the City, and to its officers, agents and
employees acting within the scope of their official duties, as a condition of payment to the
Consultant, a royalty-free, nonexcluqive, irrevocable license throughout the world for
governmental purposes to disclose, publish, translate, reproduce, and we such materials,
4. COMPENSATION
A. City agrees to pay, and Consultant agrees to accept as total payment for its services,
the sum of $1,106,60,
B. Payment by City shall be made within thirty (30) days following receipt of proper
invoice evidencing work performed, subject to City accounting procedures, payment need
not be made for work which fails to meet the standards of performance set torth in the Recitals
which, may reasonably be expected by City.
This Agreement shall commence on the date set forth above and terminate on June 30,
2015, unless tenuinated earlier in accordance with Section 15, below, In order that there is
no interruption of services this Agreement shall encompass all services provided by
Consultant to City invoiced as of Apri1�2014,
6. INDEPENDENT
Consultant shall, during the er
independent contractor and not an emp,
shall it be construed to create an emplc
or to allow the City to exercise discre
Consultant performs the services which
services to be provided by Consultarn
applicable standards and regulations go
and wages, employers social security tax
employees and shall be responsible for all
re term of this Agreement, be construed to be an
yee of the City. This Agreement is not intended nor
er-employee relationship, a joint venture relationship,
in or control over the professional manner in which
re the subject matter of this Agreements however, the
shall be provided in a manner consistent with all
,ming such services. Consultant shall pay all salaries
unemployment insurance and similar taxes relating to
P licablewitliholding taxes,
MMMKRMM�
Prior to undertaking p
maintain and shall require its
described below:
of work under this Agreement, consultant shall
ors, if ally, to obtain and maintain insurance as
A. Worker's Compensation Insurance, In accordance with the provisions of section
3300 of the Labor Code, Consultant, if Consultant has any employees, is required to be, insured
against liability for worker's compensation or to undertake self-insurance, Prior to commencing
the performance of the work- under this Agreement, Consultant agrees to obtain and maintain
any employer's liability insurance with lijinits not less than $1,000,000 per accident.
B. Professional liability (errors and emissions) insurance, with a combined single
limit Of not less than $1,000,000 _per claim, and $2,000,000 in the aggregate.
C. The following require
Consultant pursuant to this
(i)
Consultant shall i
and effect for the
(ii)
Certificates of ins
of this Agreement
(iii)
Certificates and
canceled or redo
aspect without thi
D. If Consultant fails or refuses
section or falls or refuses to furnish t
procured and is in force and paid for, t
forthwith terminate this Agreement. $u
paid for its time and materials experu
waives the right to receive compensat
performed prior to approval of insurance
apply to the insurance to be provided by
Main all insurance required above in full force
ire period covered by this Agreement.
nee shall be furnished to the City upon execution
d shall be approved in form by the City Attorney,
ides shall state that the policies shall not be
in coverage or changed in any other material
(30) days prior written notice to the City.
to produce or maintain the insurance required by this
is City with required proof that insurance, has been
ie City shall have ttic right, at the City's election, to
b termination shall not affect Consultant's right to be
ed prior to notification of terniination. Consultant
on and agrees to indemnify the City for any work
by the City.
8. INDEMNIFICATION
Consultant agrees to and shall indemnify and hold harmless the City, its officers,
agents, employees, consultants, special counsel, and representatives from liability: (1) for
Personal injury, damages, just compeniation, restitution, judicial or equitable relief arising out
of eWms for personal injury, includitig death, and claims for Property damage, which may
arise from the negligence, reckless4ss or willful misconduct of the Consultant of its
contractors, subcontractors, agents, employees, or other persons acting on their behalf which
relates to the services described in section I of this Agreement; and (2) from any claim that
personal injury, damages, just compensation, restitution, judicial or equitable relief is due by
reason of the negligence, recklessness or willful misconduct of Consultant arising from this
Agreement. The Consultant further agrees to indemnify, hold harmless, and pay all costs for
the defense of the City, including fees And costs for special counsel to be selected by the City,
regarding any action by a third party asserting that personal injury, damages, just
compensation, restitution, judicial or equitable relief due to personal or property rights arises
by reason of the ten-as of, or effcats arising from this Agreement, City may make all
reasonable decisions with respect to its representation in any legal proceeding.
9. CONFIDENTIALITY
If Consultant receives from t
information is reasonably understood
that subject to the law it shall not use
of this Agreement, and further agrees
own information of like importance,
Information" shall include all nonpul
only written information, but also im
by other means. Confidential mfbrm,
agent of the other party is covered by
and nondisclosure shall not apply to �
available sources; (b) is, through no f
source; (c) is in rightful possess
confidentiality; (d) is required to be i
developed by the Consultant without r
10. CONFLICT OF INTEREST
Consultant covenants that it
direct or indirect, which would c
specified under this Agreement,
IL NOTICE
City information which due to The nature of such
be confidential and/or proprietary, Consultant agrees
disclose such information except in the performance
exercise the static degree of care it uses to protect its
in no event less than reasonable care, "Confidential
information, Confidential information includes not
-nation transferred orally, visually, electronically, or
an disclosed to either party by any subsidiary and/or
is Agreement. The foregoing obligations of non-use
, information that (a) has been disclosed in publicly
t of the Consultant disclosed in a publicly available
I of the Consultant without an obligation of
closed by operation of law4 or (e) is independently
ronce to information disclosed by the City,
ly has no interests and shall not have interests,
in any manner with performance of services
Any notice, tender, demand, delivery, or other communication pursuant to this
Agreement shall be in writing and shall be deemed, to be properly given if delivered in
person or mailed by first class or certified mail, postage prepaid, or sent by facsimile or
other telegraphic communication in thh manner provided in this Section, to the following
persons:
To City: Clerk of the City
City of Santa An
20 Civic Center I
P.O. Box 1988
Santa Ana, CA S
facsimile (714) 6
With courtesy copies to:
Executive Direen
City of Santa An;
20 Civic Center I
P.O. Box 1988
Santa Ana, Califs
and
City Attorney
City of Santa Ai
20 Civic Center
P.O. Box 1988
Santa Ana, Cali,
facsimile (714),
To Consultant: CPS HR Consul
Attn: Linda Kq
241 Lathrop Ws
Sacramento, Ca
Facsimile, (916)
A party may change its address t
any communication shall be addressed
communication shall be effective or des
deposited in the United States mail, d
addressed as set forth above. If sent by
to have been given twenty-four (24) N
issued by the transmitting faosimile mi
calculating these time frames, weeker
excluded,
11 EXCLUSIVITY AND
This Agreement represents the
Consultant, and supersedes any and all
the event of a conflict between the t(
terms of this Agreement shall prevail.
M-30
M2-1988
7-6956
of the Personnel Services Agency
M-24
92702
M-29
92702
15
95815-7279
giving notice, in writing to the other party. Thereafter,
nd transmitted to the new address. If sent by mail,
ed to have been given three (3) days after it has been
y registered or certified, with postage prepaid, and
tisimile, communioation shall be effective or deemed
rs after the time set forth on the transmission report
)jm, addressed as set forth above. For purposes of
;, federal, state, County or City holidays shall be
)Iete and exclusive Agreement between the City and
r agreements, oral or written, between the parties, In
of this Agreement and any attachments hereto, the
Agreement may not be modified except by written
instrument signed by the City and by i
agree that any terms or conditions
inconsistent with; or in addition to, the
Consultant nor the City. Each party to
inducements, promises or agreements,
anyone acting on behalf of any party, w
13. ASSIGNMENT
Inasmuch as this Agreement is i
Consultant may not assign, transfer,, d
prior written consent of the City and a
without the City's prior written copse
Agreement shall be construed to limit d
subject to this Agreement performed by
14. TERMINATION
authorized representative of Consultant. The parties
any purchase order or other instrument that are
s and conditions hereof, shall not bind or obligate
is Agreement acknowledges that no representations,
illy or otherwise, have been made by any party, or
h are not embodied herein.
,nded to secure the specialized services of Consultant,
:gate, or subcontract any interest herein without the
such assignment, transfer, delegation or subcontract
shall be considered null and void.. Nothing in this
City's ability to have any of the services which are the
ity personnel or by other consultants retained by City.
This Agreement may be terminated by the City upon thirty (30) days written notice of
termination. In such event; Consultant; shall be entitled to receive and the City shall pay
Consultant compensation for all services perforated by Consultant prior to receipt of such notice
of termination, subject to the following conditions:
e. As a condition of such payment, the Executive Director may require Consultant to
deliver to the City all work product completed as of such date, and in such case such work
product shall be the property of the City unless prohibited by law, and Consultant consents to
the City's use thereof for such purposes as the City deems appropriate. However, any use of
Unfinished work product shall be at City's sole risk.
b. Payment need not be made for work which fails to meet the standard of performance
specified in the Recitals of this Agreement,
I& DISCRIMINATION
Consultant shall not discriminate because of race, color, creed, religion, sex, marital
status, sexual orientation, age, national origin, ancestry, or disability, as defined and prohibited
by applicable law; in the recruitment, sglecison, training, utilization, promotion, termination or
other employment related activities, Consultant afflans that it is an equal opportunity employer
and shall comply with all applicable federal, state and local laws and regulations.
This Agreement and all questions
enforcement shall be government and c
California: This Agreement has been =
validity; interpretation, performance, am
shall be determined and governed by tit,
agree that Grange County, California, sh
be brought or arise out of, in connection �
relating to its validity, interpretation, performance, and
mstruad in accordance with the laws of the State of
cuted and delivered in the State of California and the
enforcement of any of the clauses of this Agreement
laws of the State of California. Bath parties further
11 be the venue for any action or proceeding that may
ith or by reason of this Agreement.
17. PROFESSIONAL LICENSES!
Consultant shall, throughout the 4erm of this Agreement, maintain all necessary licenses,
Permits, approvals, waivers, and exemptions necessary for the provision of the services
hereunder and required by the laws and'regulations of the United States, the State of California,
the City of Santa Ana and all other governmental agencies. Consultant shall notily, the City
immediately and in writing of her inability to obtain or maintain such permits, licenses,
approvals, waivers, and exemptions, ;Said inability shall be cause for termination of this
Agreement.
I& MISCELLANEOUS
A. Each undersigned represents, and warrants that its signature herein below has the
power authority and right to bind their respective parties to each of the terms of this Agreement,
and shall indemnify City fully, including reasonable costs and attorney's fees, for any injuries or
damages to City in the event that such a0thority, or power is not, in fact, held by the signatory or
is withdrawn,
B. Captions and headings in this
convenience only and are not to be cons
C. All Exhibits referenced b
forth in the body of this Agreement.
went, including the, title of this Agreement, are for
in construing this Agreement
and attached hereto shall be incorporated as if fully set
following page]
IN WM SS Wj CJ-,R ,017, tlae portic:s hereto have e>tevulvd this Agresaaeait tfnc date and year
'I llll'Bt. above wrlt'i+in,.
ATTEST:
>taara,t D. I Mttlzav /
Clu k ofOic Coundl
APPROVFD AS TO FORM:
Sonia C'arvalho
City Altoliey
By:
JO e asim
I Zimam City Attorney
CPI "ld 01: SA1V A ANA
S�L
David C "aVIT708
City 'Marlaager
Cooperative PerscrmwJ scrvieos
Dba CI'S I +IR collsult+as
erald �C"iiaeer;au 11 mFm
liae�tpt'i+,•c f�#�ieer
�i�.
Management Compensation Study
September 3,2013
SUBMITTED BY:
LINDA KEGERREIS
Chief Workforce Officer
CPS HR Consulting
241 Lathrop Way
Sacramento, CA 9581 556 1 -7279
P: 916-471-3470
F: 916-561-7279
Ikagetreis@cps.co.gov
Tax ID: 68-0067209
)6 -c Sv
September 3, 2013
Ellen Smiley
Compensation Manager
City of Santa Ana
20 Civic Center Plaza
Santa Ana, CA 90254
Dear Ms. Smiley:
CPS HR Consulting (CPS HR) is pleased to submit this proposal to provide a Management
Compensation Study to the City of Santa Ana ( "City "). We welcome the opportunity to
assist the City in this endeavor because our HR consulting practices focus on serving public
agency clients.
Through our diverse public agency consulting assignments, CPS HR has developed long -time
relationships across a spectrum of local, state and federal public agencies including many cities
throughout California. As a result, we have the knowledge, expertise and skills to conduct a
comprehensive compensation study for the City of Santa Ana.
Throughout study development and administration, CPS HR will work with you to meet your
organization's goals and objectives. We will leave you with a plan that your organization can
manage for years to come.
Reasons to select CPS HR for these consulting services include:
0 Depth of experience preparing classification and compensation studies. CPS HR has
conducted more than 75 classification and /or compensation related studies for public
agencies within the last several years.
Commitment to maintaining open communications with the City. We have a proven
track record of regular and open communication with our clients to ensure each project
successfully preserves its focus, plus adheres to the timeline and budget.
A strong understanding of the issues and challenges public agencies face. As a self -
supporting public agency (a Joint- Powers Authority [JPAj public agency since 1985), we
have a good understanding of your challenges and needs. We have been helping public
agencies meet their classification, compensation and other human resource needs for
28 years.
CPS HR NS LTING Page IH
Now
N An excellent reputation earnest by a high level of client satisfaction. Our Client
Satisfaction rating averages 4.6 on a scale of S. Each of our clients receives a client
satisfaction survey at the end of each engagement to respond to questions on the
quality of our staff, our deliverables and the overall consulting relationship.
Thank you for the opportunity to submit this proposal. Please contact our proposed Project
Manager, Ms, Jill Engelmann if you need additional information regarding this proposal. You can
reach Ms. Engelmann at (916) 471 -3433 and by email at JEngelmann@cps.ca.gov.
Sincerely,
Linda Kegerreis
Chief Workforce Officer
CPS MR CONSULTING Page ill
www
Schedule., ........... - ................................. ........ ........... ................. 8
Qualifications............................................................................ ..............................8
References............................................................................. ..............................1 4
FeeProposal ............................................................................ .............................15
Appendix A - Sample Compensation Data Sheet... ............... ........... 16
Appendix 8 - Internal Equity Analysis Flow Chart., ....... ...... - ...... 17
Appendix C -- Project Team Resumes-... .......................... --- ............. 18
CPS NR CONSULTING Page I iv
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Scope of Services
Project Understanding and Approach
CPS HR understands that the City of Santa Ana is Interested in having a professional consulting firm
conduct its upcoming management compensation study. It is CPS HR's understanding that
although the City has been performing ongoing market checks a full study has not been conducted
since the late 1980's.
The City has identified fifty (50) benchmark management classifications that they wish to have
surveyed within their established labor market of eight (8) agencies.
The details of our approach and methodologies for this project are provided below in this Scope of
services section of our proposal.
Scapa of Services (Work Plan)
Total Compensation Study
Task 1— Review the City s Background Materials. CPS HR will request background information to
develop a full understanding of the City's current compensation plans and benefits structures. Our
Project Team will review the salary schedules, compensation policy, compensation plans, benefits
summaries, past compensation surveys and results, and any other documentation relating to the
study.
Task 2 — Initial Project Meeting. During the initial project meeting the CPS HR Project Manager
will meet with the City's Project Representative, and designated stakeholders to initiate the
project, and to confirm study goals, objectives, and methodologies. Our current budget is based
on the assumption that this initial meeting will be conducted on -site, but we are happy to adjust
the current project scope to have this be a conference call should that be desirable.
The budget for this component of the study presumes that approximately fifty (50) benchmark
classifications will be surveyed in a labor market comprising eight (8) agencies.
Task 3 — Design, Develop and Distribute Survey Instrument. The Project Team will develop a
comprehensive survey instrument to ensure the effective collection of salary and benefits
information from each of the survey agencies. The survey instrument will include a brief
description of each of the survey classifications with a request for the minimum and maximum
monthly salary for each survey classification. In addition, we will request copies of classification
specifications, organization charts, budgetary and staffing information, and other useful reference
materials to substantiate the accuracy of the comparability of the matches. CPS HR's survey
CPS OAR CONSULTING Page 11
low
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
instrument is designed to be completed electronically or, if need be, in hard copy. As this is a total
compensation study, the following elements of total compensation and benefits practices outlined
below are typically collected in studies of this nature:
Cash add -ons premium pays such as:
o Longevity pay
0 Deferred compensation
* Retirement pick -up practices
® Education incentives
Agency contributions to health programs:
Medical, dental and vision — for these three components, it is our practice to report
the family rate for the most commonly used plan
N Agency contributions to defined - benefit retirement programs and Social Security practices.
Paid time off practices such as:
* Holiday leave
Vacation and sick leave
s Long -term leave and administrative leave
Note: Leave practices are typically reported in table format, rather than in the total compensation
roll -up.
Task 4 — Review, Analyze and Validate Labor Market Survey Data. To ensure our clients receive
the most accurate data for their study, CPS HR does not solely rely on the completed surveys
received from the labor market agencies without checking the validity of the submission. Thus, In
conjunction with the survey instrument received from each labor market agency, the Project Team
will review any additional survey agency background materials such as copies of classification
specifications, organization charts, staffing information, and other useful materials to substantiate
the accuracy of the comparability of the matches. It is critical that the Project Team review such
documents since titles alone can often be misleading and should not be relied upon. Once the
Project Team has completed their survey analysis tasks, the Project Manager will audit the final
data as part of our quality review process. CPS HR has determined that this method of data
collection, analysis and audit provides our clients with the high quality deliverables they have
come to expect.
In order to determine whether a match from a labor market agency is comparable to the City's
benchmark, CPS HR utilizes a whole job analysis methodology; this commonly used methodology
analyzes the job as a whole, rather than by individual factors, by evaluating the core duties and
CPS I-iR CONSULTING Page 12
Now
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
responsibilities, the nature and level of work performed and the minimum qualifications to
determine whether the classification is comparable enough to be utilized as a match. The
methodology recognizes slight differences in duties assigned to matches from other labor market
agencies, which do not Impact the type, nature and level of work performed. Matches should not
be so broad that they include classifications performing dissimilar work, or work done at a higher
or lower level but they also should not be so narrow that they exclude matches doing comparable
work, albeit with slight differences in work that do not change the level and nature of work.
Task S ® Design and Develop Data Spreadsheets. CPS HR will develop an individual data sheet for
each surveyed classification that presents the comparable classification used in each agency with
the relevant data associated with that classification, such as the salary range minimum and
maximum. The labor market data analyses will be conducted based upon labor market position
affirmed within the City's compensation philosophy, i.e., labor market median, mean or another
percentile. A data sheet will be prepared for each benchmark survey classification. Each
comparable match for each benchmark classification is reported in the relevant data sheet for full
disclosure and review by others. We find this level of transparency in matching provides for a
better understanding and acceptance of study results.
Task 6— Conduct Benefits Analysis. The benefits data submitted from the labor market agencies
will be incorporated into the base salary data sheets to provide a total compensation analysis.
This quantitative analysis of program costs will provide the City with an understanding of how the
study classes compare against their market when the costs of benefits programs are taken into
consideration. Within these data sheets [sample of which is presented in Appendix A], four
different analyses can be conducted based on how our clients wish to view the data:
11 An analysis of where the benchmark classification falls within the labor market for base salary
An analysis of where the benchmark classification falls within the labor market when the
cost of cash add -ons is taken into consideration (total cash)
0 An analysis of where the benchmark classification falls within the labor market when the
cost of cash add -ons and health programs are taken into consideration
0 An analysis of where the benchmark classification falls within the labor market when the
cost of cash add -ons, health program costs and retirement contributions are taken into
consideration (total compensation)
While CPS HR generally reports total compensation in the format described above, other analyses
can be conducted based on the City's specific needs.
Task 7 — Prepare Draft Total Compensation Report. The Project Team will develop a Draft
Compensation Report detailing the results of the labor market survey. This draft report will
comprise the following:
CPS iii CONSULTING Page 13
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
■ Scope of the study
11 labor market agencies, including the methodology utilized to identify recommended
agencies.
IN Study benchmarks, including the methodology utilized to identify benchmarks.
• Labor market data analysis /methodologies
• Results of the base salary survey
The CPS HR Project Manager will meet via conference call with the City's Project Representative to
discuss the Draft Compensation Report and to respond to any questions, comments or concerns
on the report.
Task B — Research and Resolve Issues from Draft Total Compensation Report Review. Based
upon the City's review of the Draft Compensation Report, the Project Team will follow up on
compensation issues pursuant to this review.
Task 9 — Conduct internal Equity Analysis/ Prepare Draft Salary Recommendations. A
comprehensive and balanced pay program is the result of the analysis of external labor market
data, combined with an analysis of important internal relationships that may reflect the City's value
system of jobs within the organization. With the whole job methodology, the internal pay relationship
analysis for non - benchmark classifications will involve a number of steps in order to arrive at sound
and equitable relationships. Among others, the most important of these will include:
11 Analysis of existing and historical pay relationships
Development of consistent, uniform and realistic guidelines for determining internal
relationships including span of control, nature and level of work performed and related
components
1 Recommendation of equitable and appropriate internal relationship differentials based on
the above.
Below is the methodology CPS utilizes for establishing salary levels for benchmark and non -
benchmark classifications in our compensation studies. This methodology would be applied to all
City classifications.
The first step is to conduct a comprehensive review of the survey results to identify
benchmark classifications to be used in the salary setting process.
® The second step is to establish salary recommendations for these benchmark classifications
by setting the salary level based on the market data. This step will serve as the foundation
for the internal alignment decisions which follow.
0 The third step is to conduct a comprehensive review of the City's current internal
alignment differentials to determine what their practices are:
CPS HR ONSULTINC Page 14
nkw
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
* What are the percentage differentials between entry, journey, and advanced
journey levels, between supervisors and the highest level classification supervised,
and between managers and supervisors?
* Are the percentages aligned with best practices?
e Are the percentages applied consistently?
The fourth step is to apply recommended internal differentials within job families to build
the salary recommendations for classifications which have significant relationships to each
other because they are in the same job family.
The fifth step is to determine what classifications remain that are not benchmark
classifications and are also not part of a job series or family. These classifications are then
reviewed to determine:
What classification (s) is the subject classification currently internally aligned with?
Where possible, efforts are made to determine why that current internal alignment
exists. The consultants carefully review this to ensure it is a reasonable placement
and if it is, the recommendation to maintain its current internal equity would be
made.
0 If the current internal alignment is not considered to be reasonable, or no logic can
be found to determine why it is so placed, the consultants will conduct a review of
other classifications within the entire plan to determine what other classification
might be better used for internal alignment. Generally, the assessment is based
upon (i) the nature of work performed; (ii) the level of work performed; and (iii) the
minimum qualifications required.
The five steps are followed for each classification within the pay plan. A depiction of this work
flow process Is presented in Appendix B.
Over the course of this analysis the salary recommendations are discussed with the City to ensure
the Project Team has the benefit of historic and relevant Information on how classifications have
been paid in the past. The salary recommendations for each study classification will display the
following information:
• Classification title
• Current monthly range maximum
• Recommended monthly range maximum
IN The percentage difference and /or dollar amount difference between the current and
recommended monthly range maximum
CPS HRA=w CONSULTING Page 15
Now
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
This information will provide the City with the percentage and dollar amount of any increase on a
classification -by- classification basis. Once the City has reviewed the draft salary
recommendations, CPS HR will respond to any questions or concerns prior to issuing the Final
Compensation Report.
Task 10 — Prepare and Present Final Total Compensation Report — The requested number of
copies of the Final Compensation Report, that includes the results of the compensation analysis
and study findings/ recommendations, will be submitted to the City's Project Representative. The
content of the Final Compensation Report will be similar to the Draft Compensation Report, but
will include the salary recommendations from Task 10. The CPS HR Project Manager will conduct
an on -site high -level overview /presentation of study findings and recommendations to the City
Administrator, and any other designated stakeholders. The final report will also provide the City
staff with documentation to internally maintain and further develop their compensation and
benefits systems going forward.
The City's Responsibilities
To facilitate the study process, we request that the City designate an individual to coordinate
communication, meetings, and review of products with the Project Team. CPS HR would expect
over the course of the project that the City's designated Project Representative, will be
responsible for the following activities:
Communicate and coordinate meetings, equipment, facilities and conference calls.
Identify and provide current classification and compensation information, including current
job descriptions, organization charts, salary structure, pay policies and procedures, etc.
0 Coordinate and ensure timely City review of study documents and information provided by
CPS HR; work products developed during the study will be regularly submitted to the City's
Project Representative for review, comment and /or approval; timely review of draft
documents is essential in order to complete the project on schedule.
On Site visits
CPS HR's proposed work plan anticipates that two (2) on -site visits will be required for this study as
follows;
0 Initial Project Meetings (Includes meetings conducted with the Project Representative and
stakeholders)
Presentation of Final Report documents, debriefing sessions with any designated
stakeholders.
Should additional on -site visits be requested by the City, we will be happy to discuss changes to
schedule and /or cost estimate.
CPS HR CONSULTING Page 16
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Project Oversight and Quality Assurance
We are committed to meeting the highest professional standards of quality, and each of our team
members will spend an appreciable portion of his or her effort in the review, constructive
challenge, and direction of assigned responsibilities.
Furthermore, we practice peer review of all engagement reports and documentation. At least one
knowledgeable person other than the consultant preparing the document must review, critique,
and understand the document before it is considered ready for delivery to the client. Finally,
because our firm's project managers are directly involved in preparing and submitting project
deliverables, no documents or materials of any kind are delivered to the client without the project
manager's review and approval. Any work products developed during the activities described
above will be submitted to the City's Executive Director or Project Representative for distribution,
review, comment and /or approval by designated groups. This is a critical step to ensure accurate,
reliable, and valid study deliverables.
Our Communication Nadel
CPS HR Consulting recognizes that the success of any project depends upon the ability of the
consulting team to develop and maintain effective working relationships with the City Project
Representative(s), City management and other key stakeholders. Throughout the project, we envision
collaborating with the City's Project Representative to maintain open lines of project communications
and to develop a shared understanding of project needs, goals, and objectives. CPS HR Consulting
considers that open and consistent communication with project stakeholders is a key element of
project acceptance and success.
CPS HR ANK CONSULTING Page 17
vow
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Based upon the work plan presented within this proposal, we anticipate a study of this nature,
would be conducted within a 20 week timeframe from the execution of the contract and the City's
preferred start date.
The proposed timeline assumes that the selected labor market agencies will provide the
information required within the specified time frame and that the City will be able to review,
comment on, and approve study products within agreed upon time frames. During the study, the
CPS HR's Project Manager will provide the Project Representative with interim status reports bi-
weekly on project progress and will assess any impacts on the timeline.
CPS HR confirms that the proposed project team has the availability to begin work on this project
upon the execution of the contract and foresees no difficulty with meeting the proposed
timeframe given current and projected workloads,
Qualifications
Our Joint Powers Authority charter commits us to providing services exclusively to public sector
or non - profit agencies, which means that all our tools, our strategies, and our products are
focused and designed specifically for our clients in local, state and federal government, and non-
profit organizations.
Classification and /or Compensation Study Experts
Throughout our 28-year history, CPS HR has provided classification and compensation study work
as well as other related services to clients across a spectrum of public agencies in city, county,
state and federal government, as well as special districts and non - profit organizations, The table
below provides a list of some of the classification and compensation work we have completed for
other City clients in California
CPS HRAww CONSULTING Page 18
now
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Throe Examples of Similar Studies Conducted For Cities
CPS HR completed an agency -wide classification and total compensation study for the City in 2010,
and received very positive feedback from the city. Since then, we have also completed various
follow -up classification and compensation studies as positions are added or reassigned. All
projects were completed within the agreed -upon timeframes. Contact information for this project
is provided within the reference section of this proposal.
CPS HR has been retained by the City of Berkeley to conduct a number of classification and
compensation studies for various classifications in various City departments. The objectives of
these studies have been to determine if the City's current classification structure is appropriate to
meet the City's needs, if selected positions are appropriately classified, and to identify
compensation levels that will enable the City to be competitive within its labor market.
3, The City of Roseville's Electric Utility Department
The City of Roseville's Electric Utility Department (Roseville Electric) requested that CPS HR conduct:
CPS HR AWM CONSULTING Page 19
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
A review and analysis of its operations and staffing levels and provide recommendations
for improvement.
A An analysis of the current workforce and provide recommendations for succession planning
N An agency -wide total compensation study.
To accomplish these tasks in the most cost effective way, CPS HR Consulting developed two
comprehensive surveys - one that captured information regarding compensation, benefits, staffing
levels, and general pay practices and another that captured best practices Information
regarding utility operations /service delivery in a broad range of areas, including current demands
and challenges. These surveys were distributed to other public and private utilities in the client's
identified labor market. CPS HR also conducted orientation sessions with employees, site visits, and
interviews with management and line staff to ensure a full understanding of the client's
accomplishments, concerns, and challenges. Finally, CPS HR collected and analyzed data regarding
the client's turnover and employee demographics. From review and analysis of the survey responses
and the information collected within the client's organization, CPS HR provided two reports. One
report provided a comprehensive analysis of the client's operations and staffing structure,
summarized information collected from the surveyed utilities, identified
strengths /weaknesses /challenges, and provided recommendations for continuation of current
practices and changes for improvement, as well as, recommendations for succession planning to
prepare for anticipated turnover. The second report provided the results of the total compensation
analysis, with specific comparison of base pay, additional compensation, benefits, and other pay
practices such as apprentice programs and planned overtime. The total compensation report
enabled the client to determine their current competitive standing in the labor market and identify
needed adjustments. The project was completed on time and within budget.
Some Additional Project Experience
4, City of Sacramento, California
CPS HR maintains an on -going contract with the City to perform Classification and Compensation
work as needed. CPS HR has conducted several compensation studies, as well as numerous
classification review requests.
S. City of Bell, California
The Interim City Manager for the City of Bell (October, 2011) contacted us to assist them in the
development of a new classification and compensation structure by conducting studies in these
two critical human resource program areas.
For the classification component of the study, CPS HR developed a new classification structure for
the City; this structure included about 20 classifications for the 33 employees covered in the
study. CPS HR also prepared classification specifications written for recreation and police
CPS HR CONSULTING Page 110
NEW
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
classifications. We then provided the City with sample classification organizational structures from
five similar cities to assist the Interim Department heads and the Interim City Manager as they
restructured and considered the optimal mix of management and non - management classes within
their departments
For the compensation component of the study, CPS HR performed a comprehensive total
compensation study, which included the development of the labor market and an analysis of
salaries and benefits for all City benchmark classifications.
Our work resulted in a classification structure which was designed to meet their current and future
classification needs, and comprehensive data analysis from which they could make informed
decisions on their pay strategy. Our study reports and findings, which were presented to City
Council and members of the public in open session, were placed on the City's website to ensure
process transparency and access to these important documents.
We received very positive feedback on the quality and professionalism of our deliverables.
t
CPS HR worked with the City of Burbank on a multi- faceted project involving (i) a review of its
existing compensation structure and design; (ii) the development of a total rewards strategy and
philosophy; and (iii) an evaluation of the City's Pay for Performance system. CPS HR continues to
work with the City as they evaluate study recommendations.
We developed two comprehensive surveys - one that captured information regarding
compensation, benefits, staffing levels, and general pay practices and another that captured best
practices information regarding utility operations /service delivery in a broad range of areas,
including current demands and challenges. These surveys were distributed to other public and
private utilities in the client's identified labor market. We also conducted orientation sessions
with employees, site visits, and interviews with management and line staff to ensure a full
understanding of the client's accomplishments, concerns, and challenges. Finally, CPS HR collected
and analyzed data regarding the client's turnover and employee demographics.
From review and analysis of the survey responses and the information collected within the client's
organization, CPS HR provided reports. One report provided a comprehensive analysis of the
client's operations and staffing structure, summarized information collected from the surveyed
utilities, identified strengths /weaknesses /challenges, and provided recommendations for
continuation of current practices and changes for improvement, as well as, recommendations for
succession planning to prepare for anticipated turnover. The second report provided the results of
the total compensation analysis, with specific comparison of base pay, additional compensation,
benefits, and other pay practices such as apprentice programs and planned overtime. The total
compensation report enabled the client to determine their current competitive standing in the labor
market and identify needed adjustments.
CPS HRANK CONSULTING Page Ill
now
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
The project was completed on time and within budget.
Our Consultant Team's Expertise Makes the Difference
CPS HR has assembled a uniquely qualified team of professionals to conduct this study for the District.
Our consultants have been selected for their relevant experience and professionalism in dealing with
projects of this nature. We firmly believe that the most important factors in ensuring the highest
quality of consultant performance is first, the commitment the consultant brings to the engagement,
and second, the experience of the firm and the individual consultants working on the project.
Project Manager
Ms. Jill Engelmann will serve as the Project Manager for
this project. She has more than 25 years of
professional and management experience in public
sector Human Resources. Her work and project
management experience includes work in the areas of
compensation and classification, job analysis, employee
recruitment and selection, performance management,
employee and management training and development,
employee relations; and personnel policy development.
Ms. Engelmann has worked as a CPS HR consultant for
the last 15 years.
Prior to joining CPS HR, Ms. Engelmann spent five years
for Sacramento County and prior to that she worked in
the human resources department for the Sacramento
Municipal Utility District and the City of Sacramento.
Key Project Team Members
Ms. Engelmann, will be assisted by Ms. Gwen Brew, Ms. Felicia Clayton, and Ms. Monica Garrison
Reusch, Each of these team members has broad and deep experience in public sector
classification and total compensation systems and analysis. Resumes for each team member are
provided in Appendix C.
Ms, Gwen Brew is a Project Consultant with CPS HR with 25 years of experience in all aspects of
the human resource functions in both the public and private sector with 1000+ employees, both
union and non - union. She has conducted and evaluated salary and benefit surveys, evaluate
opportunities, current program effectiveness and cost containment and made recommendations
CPS HIS Aww CONSULTING Page 112
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
to senior management. Ms. Brew has also administered compensation, benefit, retirement and
health and wellness programs (including, but not limited to, group health, life, disability, FSA,
CDHP, defined benefit and defined contribution benefits); analyzed program costs, utilization
and participation; Identified discrepancies or deficiencies and recommended changes w
corrective actions.
Ms, Felicia Clayton is a Project Consultant with CPS HR who has more than over 20 years of human
resource experience with a diverse background across all boundaries of public, private and non-
profit organizations. Ms. Clayton has served as Project Manager for a district -wide classification
study and the redesign of compensation system impacting 1800+ employees; developed action
plans, facilitated focus group meetings, directed project staff and oversight of work performed by
consultants. In addition to her classification and compensation expertise, her human resource
experience also includes work in the areas of mediation and dispute resolution; employee and
industrial relations; project management; and talent management, which includes recruitment,
staffing and selection and training & development.
Ms. Monica Garrison Reusch is a Project Consultant with CPS HR with more than nine years of
human resource program experience, all of which have been spent serving as either a team
consultant or Project Manager on projects working with public sector agencies. Her primary
professional focus over the last several years has been on classification and compensation
practices. She has served as either a team member or Project Manager on varied projects
including large -scale studies done for the County of Bernalillo, the Eastern Municipal Water
District, Imperial Irrigation District, and the California State Department of Personnel
Administration and smaller specialized studies for agencies such as the Sacramento Municipal
Utilities District, the Los Angeles Department of Water and Power, Orange County and the City
of Bell.
CPS H CONSULTING Page 113
Now
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
References
Below is a list of references for clients that we have provided consulting services to complete
Classification and /or Compensation studies. Jill Engelmann served as the project manager for the
Cities of Rio Dell, Berkeley and Roseville.
Address
e ntact Informatio
City of Rio Dell
Jim Stretch, City Manager
675 Wildwood Ave.
Phone: 707 - 764 -3532
Rio Dell, CA 95562
Email: cm @riodellcity.com
City of Berkeley
David Abel, Human Resources Manager
2180 Milvia St., First Floor
Phone: (510) 981 -6807
Berkeley, CA 94704
E -mail: Dabel @cl.berkeley.ca.us
City of Roseville
Michelle Bertolino, Director
Electric Utility Department
Phone: (916)774-5636
2090 Hilltop Circle
E -mail: mbertolino @roseville.ca.us
Roseville, CA 95747
City of Bell
David Hill (Volunteer Haman Resources Director)
63330 Pine Avenue
Bell, CA 90201
E -mail: davidhilizone @aol.com
City of Burbank
Justin Hess, Management Services Director
301 E. Olive Ave., Third Floor
Phone: (818) 238 -5026
Burbank, CA 91502
E -mail: jhess @ci.burbank.ca.us
Orange County
Ann Barlow
333 W. Santa Ana Blvd.
Phone: (714) 834 -7357
Santa Ana, CA 92701
E -mail: Ann.Barlow @ocgov.com
El Dorado Fulls Fire Department
David Roberts, Fire Chief
1050 Wilson Blvd.
Phone: (916) 933 -6623, ext. 11
City, St Zip El Dorado Hills, CA
E -mail: droberts @edhfire.com
Duration: April 2010— present
CPS HRIwm CONSULTING Page 114
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Proposal Fee
To complete the City's Management Compensation Study as described in this proposal, CPS HR is
proposing a fixed professional services fee not to exceed $18,660.00 plus an estimated $1,000,00
for travel expenses and $100.00 for shipping and document reproduction expenses,
Other approaches may be discussed that will alter the cost of the project. The methods, approach
and timelines described in this proposal as well as the cost estimate have been prepared as
accurately as possible based upon the services requested and study objectives described in the
information provided to CPS HR. The total cost of basic tasks and deliverables reflects the steps
and time necessary to conduct the study in a sound, thorough and sustainable manner, including
important input and review by the Project Representative and designated stakeholders to
accomplish the study objectives. If changes or additional services are required, we will be happy
to discuss changes to the project activities, schedule and /or cost estimate. We have diligently
prepared this proposal based on our experience and ability to be cost effective while producing
results.
Rates for Additional Services - Provided below are our standard rates for reference purposes should the
City desire additional services.
CPS HR ~ CONSULTING Page 115
sow
)
\
f
\
}
;
ƒ
,
/
)
\
k
$
$
£
*
.»
�
�
El
Appendix
Flow Chart
No
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Yes
E
CPS HR &CONSULTING Page 117
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Jill Engelmiann, MA, SPHIR
Ms. Engelmann has over 25 years of professional and management experience in public sector
Human Resources, including experience in the areas of compensation and classification, job
analysis, employee recruitment and selection, performance management, employee and
management training and development, employee relations; and personnel policy
development. She has worked as a CPS HR consultant for the last fifteen years, where she has
managed or completed a wide variety of projects in all of the areas listed above. Long term
assignments with CPS HR clients have included the El Dorado Hills Fire Department, California
Independent System Operator, Northern California Power Agency, and United Way.
Ms. Engelmann's previous experience includes over S years with Sacramento County where she
managed the Exam Development and Administration Division. Previous experience also
includes working as a generalist, performing the full range of human resources functions for
Sacramento Municipal Utility District and the City of Sacramento.
Employment History
YA Project Consultant, CPS HR consulting
Personnel Program Manager, Sacramento County Department of Human Resources
Senior Personnel Analyst, Sacramento County Department of Human Resources
Human Resources Analyst, Sacramento Municipal Utility District
Personnel Analyst, City of Sacramento Department of Personnel
Professional Experience
Acted as the Human Resources Manager on long term assignments with El Dorado Hills
Fire Department, Northern California Power Agency and the United Way, California
Capital Region. in these assignments Ms. Engelmann managed all Human Resources
activities, including employee relations, training, benefits, recruitment, compensation,
and personnel policy development. In all assignments she was responsible for
developing or revising, presenting, and administering a performance management
program.
IN Has project manager experience on multiple large and small classification,
compensation and exam development projects for public sector agencies, including a
nine month classification study of 1,800 clerical positions for Sacramento County, an
agency -wide classification and compensation project for El Dorado Irrigation District,
and a total compensation and organizational review project for the City of Roseville's
Electric Utility Department, provided overall planning, direction and coordination of
projects, led staff teams and worked closely with client representatives.
Completed recruitment and selection projects, including job analysis, recruitment
activities, development of selection instruments [structured interview questions,
written exams, job simulation exams, assessment center exercises] for a wide range of
CPS HR Amm CONSULTING P a g e 118
Proposal to the City of Santa Ana
Proposal to Provide. a Management Compensation Study
job classes, including engineering, IT positions, management, law enforcement,
scientific; for a wide range of clients.
8 Developed and conducted training on various Human Resources topics, including Exam
Development and Administration, Recruitment, Hiring and Interviewing for Supervisors,
Sexual Harassment Prevention.
N Managed the Exam Development and Administration Division for Sacramento County.
This division included a large professional and technical staff that provided all
recruitment and testing services for an organization of 10,000 employees. As Manager,
Ms. Engelmann was responsible for the division budget, supervision of staff, and the
development, interpretation and enforcement of policies and procedures.
Education
MA [with honors], Industrial /Organizational Psychology, California State University,
Sacramento
BA [with honors], Psychology, California State University, Stanislaus
CPS HR CONSULTING Page 119
NOW
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Felicia T. Clayton
Ms. Clayton is a Project Consultant with CPS HR Consulting. She has over 20 years of human
resource experience with a diverse background across all areas of public, private and non - profit
organizations. Her human resource experience includes but is not limited to Classification and
Compensation, Mediation & Dispute Resolution, Employee & Industrial Relations, Project
Management, and Talent Management, which includes Recruitment, Staffing and Selection and
Training & Development.
Employment History
N Consultant, CPS HR Consulting
8 Principal HR Analyst, Metropolitan Water District of So. Cal.
® HR Analyst, Los Angeles Metropolitan Transportation Authority
0 Professional Expert, Los Angeles Unified School District
® Personnel Supervisor, Japan Life, Int'I
Professional Experience
Project manager for district -wide classification study and the redesign of compensation
system impacting 1800+ employees; developed action plans, facilitated focus group
meetings, directed project staff and oversight of work performed by consultants,
Acted as lead; monitored all daily transactions relating to promotions, and
reclassifications.
® Coordinated and reviewed work assignments of employees; monitored workflow;
assessed workload distribution; met with staff to identify and resolve problems,
concerns and issues.
• Identified opportunities for improving service delivery methods and procedures.
• Assisted management with developing and implementing goals, objectives, policies and
priorities including recommending innovative procedures.
• Met with employee representatives to resolve grievances and /or disputes.
• Served as subject matter expert providing technical support to management on
interpretation and application of negotiated memoranda of understandings and district
policies affecting wage, hour, classification and physical working conditions.
Designed and implemented a job audit database /tracking system.
Conducted recruitment and selection for represented and unrepresented positions;
developed written examinations and administered all other aspects of the hiring
process; managed temporary employee program.
11 Coached managers on preparing and conducting performance evaluation reviews;
project lead for redesign of the performance appraisal and review process; prepared
and reviewed performance /corrective action plans for consistency and accuracy.
Education
• MS, Culture and Communication, Trinity International University, Deerfield, Illinois
• MA, Criminal Justice Administration, California State University Los Angeles, LA,
California
CNNW
PS HR ONSULTING Page 120
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
0 BA, Interdisciplinary Studies, California State University Dominguez Mills, Carson,
California
Certification, Industrial Relations, Loyola Marymount University, Los Angeles, California
Mediator /Facilitator /Conciliator, Office of the LA City Attorney, Dispute Resolution
Program
PS HR =CONSULTING Page 121
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
Monica Garrison Reusch, MBA
Ms. Garrison Reusch has over nine years of human resource program experience, all of which
have been spent serving as either a team consultant or Project Manager on projects working
with public sector agencies. Ms. Garrison Reusch's primary professional focus over the last
several years has been on classification and compensation practices. She has served as either a
team member or Project Manager on varied projects including large scale studies done for the
County of Bernalillo, the Eastern Municipal Water District, Imperial Irrigation District, and the
California State Department of Personnel Administration and smaller specialized studies for
agencies such as the Sacramento Municipal Utilities District, the Los Angeles Department of
Water and Power, Orange County and the City of Bell,
Employment History
Project Consultant, CPS HR Consulting
Consultant, CPS HR Consulting
Administrative Analyst, CPS HR Consulting
Professional Experience
11 Project Consultant, CPS HR Consulting, Currently, Ms. Garrison Reusch provides a broad
range of human resources services to public agencies and has conducted projects for
various jurisdictions, primarily classification and compensation studies.
Serves as project consultant, lead or manages small, medium and large scale
compensation projects for public sector agencies including, state agencies, counties,
cities and special districts. Ms. Garrison Reusch specializes in compensation projects
focusing on both base salary and total compensation analysis studies. Ms. Garrison
Reusch has participated on project teams for both large and small scale compensation
studies, Including recent large studies performed for the following agencies: Los
Angeles Department of Water and Power, CA Department of Water Resources, CA
Department of Food and Ag, and the City of Bell. Ms. Garrison Reusch has also served
as lead consultant on several studies including recent work done for Bernalillo County,
NM and past large statewide total compensation studies performed for the State of
California.
11 Serves as a project consultant performing classification studies and organizational
analysis; performs participant and management briefings; distribute, collect and analyze
questionnaires; conduct employee and staff audits; prepare recommendation reports
and respond to study appeals; conduct in depth survey and analysis of organizational
structure and past organizational practices.
11 Training and facilitation experience Includes developing training materials and training
public employees at varying levels on classification and compensation topics.
P HR CINSULTING Page 122
Proposal to the City of Santa Aria
Proposal to Provide a Management Compensation Study
Golden Gate University, Sacramento; Masters in Business Administration, Sacramento,
CA.
University of Southern California: Bachelor of Science in Business Administration, Los
Angeles, CA
BPS PAR CONSULTING Page 123
low
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
CSR
Profile
Ms. Brew is a Project Consultant with CPS HR Consulting. She has over 25 years of experience
in all aspects of the human resource functions in both the public and private sector with 1000+
employees, both union and non - union.
Employment History
■ Consultant, CPS HR consulting
® HR Manager, City of Wasilla
■ Compensation & Benefits Manager, General Communication Corp.
® Pension & Benefits Analyst, Municipality of Anchorage
Professional Experience
N Direct the process of organizational planning, evaluate structure, Job design and
manpower forecasting throughout the company,
Participate in the RIF planning and implementation process; analyzing composition of
affected work force, determining layoff criteria, layoff alternatives, constructing
timelines, preparing communication materials, severance documents and planning
outplacement services.
0 Establish and maintain position control, write job descriptions and classify positions.
IN Negotiate labor contracts, mediate and resolve labor relations issues In union and non-
union environments.
Recruit, interview, perform reference checks, select and hire all staff levels.
® Establish wage and salary structure, pay policies and performance appraisal programs;
administer bonus, incentive and success sharing programs for all executive, exempt and
non - exempt staff.
Conduct and evaluate salary and benefit surveys, evaluate opportunities, current
program effectiveness and cost containment and make recommendations to senior
management.
Administer compensation, benefit, retirement and health and wellness programs
(including, but not limited to, group health, life, disability, FSA, CDHP, defined benefit
and defined contribution benefits); analyze program costs, utilization and participation;
identify discrepancies or deficiencies and recommend changes or corrective actions.
Negotiate and administer contracts with all benefit carriers and write and evaluate
RFD's and ITB's.
® Identify legal requirements and government reporting regulations affecting Human
Resource functions (e.g, EEO, ERISA, FLSA, FMLA, ADA, EEO, COBRA, HIPAA and SOX).
Monitor exposure of the company and prepare the information requested or required
for compliance.
Conduct employee training, benefits counseling and retirement workshops.
Establish, maintain and update personnel policy and procedure manuals.
Publish employee newsletters.
Cnow
Pa HR CONSULTING page 124
Proposal to the City of Santa Ana
Proposal to Provide a Management Compensation Study
N Build and maintain HR /Payroll in both the Peoplesoft (Municipality of Anchorage) and
Oracle (GCI) HRIS systems.
Proficient in Microsoft Word, Excel, Access and PowerPoint.
Education
• BBA, Business Management, University of Alaska, Anchorage, Alaska
• Senior Professional Human Resources (SPHR)
• Certified Compensation Professional
CPS HR Am CONSULTING Page 125
.d►COXPC�� CERTIFICATE OF LIABILITY INSURANCE
k....�"
DATE(MMIDDMW)
6/20/2014
THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS
CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES
BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED
REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER.
IMPORTANT: If the certificate holder Is an ADDITIONAL INSURED, the policy(ies) must be endorsed. If SUBROGATION IS WAIVED, subject to
the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not Confer rights to the
certificate holder in lieu of such endorsement(s).
PRODUCER
James C. Jenkins Insurance Service, Inc.
License 1 8 45478
PO Box 13847
CONTACT
NAME: Leticia Castro
PHONE 916- 576 -1534 ac 916- 583 -7619
E-MAIL , Leticia.Castro@Leavitt.com
@
INSURERS AFFORDING COVERAGE
NAIC#
Sacramento CA 95853
INSURER A:Travelers Property Casualty Co of A
25674
/1/2014
INSURED CPSHU-2
INSURERB:ACE American Insurance Company
22667
Cooperative Personnel Services
dba: CPS HR Consulting
INSURER C:
241 Lathrop Way
INSURER D:
INSURER E:
$500,000
Sacramento CA 95815
INSURER F:
$10,000
COVERAGES CERTIFICATE NUMBER: 28635008 RFVIRInN NI IMRFR-
THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD
INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS
CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS,
EXCLUSIONS AND CONDITIONS OF SUCH POLICIES, LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS.
INSR
LTR
rypE OF INSURANCE
INSD
WVD
POLICY NUMBER
POLICY EFF
MMIDDIYYYY
POLICY EXP
MWODIYYYY
LIMITS
A
y,
COMMERCIAL GENERAL LIABILITY
6307704AI97
/1/2014
7/1/2015
EACH OCCURRENCE
$1,000,000
CLAIMS -MADE ❑X OCCUR
DAMAG D
PREMISES (Ea occurrence)
$500,000
MED EXP(Any one person )
$10,000
PERSONAL &ADV INJURY
$1,000,000
AGGREGATE LIMIT APPLIES PER
GENERAL AGGREGATE
$2,000,000
GEN'L
POLICY E JECT LOC
PRODUCTS - COMP /OP AGO
$2,000,000
$
OTHER:
A
AUTOMOBILE
LIABILITY
13A7704A197
/112014
7/1/2015
Ea accident
$1,000,000
BODI LY INJURY (Per person)
$
ANY AUTO
ALLOWNED SCHEDULED
AUTOS AUTOS
BODI LY INJURY Per accident
$
X
HIRE AUTOS X NON -OWNED
AUTOS
PROPERTY DAMAGE
Per accident
$
A
X
UMBRELLA LIAB
X
OCCUR
CUP7704AI97
/1/2014
7/1/2015
EACH OCCURRENCE
$5,000,000
AGGREGATE
$5,000,000
EXCESS LIAB
CLAIMS -MADE
DED X RETENTION SNIL
$
A
WORKERS COMPENSATION
AND EMPLOYERS' LIABILITY YIN
UB117BA220
/1/2014
7/1/2015
PER 'ER"_
X STATUTE ER
E.L. EACH ACCIDENT
$1,000,000
ANVPROPRIETORIPARTNERIEXECUTIVE
EXCLUDED?
NIA
_"-
Mandy OFFICER/MEMBER
(MantlatoryinNH)
E. L. DISEASE - EA EMPLOYE
$1,000,000
If yes, describe under
DESCRIPTION OF OPERATIONS bsaw
I
I
E.L. DISEASE - POLICY LIMIT
$1,000,000
B
Clalms Made - Prof Liab
G24080249006
/1/2014
/1/2015
Per CWTVAgg $5,000,000
Relro Date: October 13, 1989
Ded Per Claim $75,000
DESCRIPTION OF OPERATIONS I LOCATIO=(Ity ional Remarks adds, may be aHached if more space is requlred)
Re: All Contracts/Written Agree®tr+ and the Insured. Evidence of Coverage.
�p,ttorne9
City of Santa Ana
Attn: Ellen Smiley
P.O, Box 1988
Santa Ana CA 92702 -1988
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN
ACCORDANCE WITH THE POLICY PROVISIONS.
ACORD 25 (2014/01) The ACORD name and logo are registered marks of ACORD
A� ®® CERTIFICATE OF LIABILITY INSURANCE
6 /z6 /zo1sD Yn
THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS
CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES
BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED
REPRESENTATIVE OR PRODLI T ff C gIFIP Tlv?j`IO10FR.
IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must be endorsed. If SUBROGATION IS WAIVED, subject to
the terms and conditions of the polic , e t j :po'c e , dy ro%u r an endorsement. A statement on this certificate does not confer rights to the
certificate holder In lieu of such en �e e1) ` .th6v" !!� -' +. i' ?,
PRODUCER '' I -` f �t - ;Ii '.
EPIC /James C. Jenkins Ins Srvc '- r�" 1`
P. O. Box 13847
Sacramento CA 95853
CONTACT
NAME: Kell Herrera
lHO FAX
.916- 576 -1528 .916- 563 -8031
EADo kelly.herrera @epicbrokers.com
INSURERS AFFORDING COVERAGE
NAIL#
INSURER A:TravelerS Property Casualty CoofA
1256 74
711/2015
_
INSURED CPSHU -2
INSURER B: Lloyd's
185202
Cooperative Personnel Services
doe: CPS HR Consulting
241 Lathrop Way
INSURER C:
INSURER D:
Sacramento CA 95815 IV t I a3( I ��
INSURER E:
$500,000
INSURER F:
MED EXP(Any one person)
COVERAGES CERTIFICATE NUMBER: 22804480 REVISION NUMBER:
THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD
INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS
CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS,
EXCLUSIONS AND CONDITIONS OF SUCH POLICIES, LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS.
ILTR
TYPE OF INSURANCE
INSD VIVID
POLICY NUMBER
MMIDONYYY
MMIO� YEYYY
LIMITS
•
X
COMMERCIAL GENERAL LIABILITY
6307704A197
711/2015
711/2016
EACH OCCURRENCE
$1,000,000
CLAIMS -MADE X❑OCCUR
PRE, SESEaoccurrDence
$500,000
X
MED EXP(Any one person)
$10,000
0
Deductlble$NIL
PERSONAL &ADV INJURY
$1,000,000
AGGREGATE LIMITAPPLIES PER',
GENERAL AGGREGATE
$2,000,000
GEN'L
POLICY LJ PRO- ❑ LOC
ECT
PRODUCTS COMPIOPAGG
_
$2,000,000
$
OTHER'.
•
AUTOMOBILE
LIABILITY
BA7704AI97
7/1/2015
7/1/2016
C MBI EDS GLE LIMT
Ee accident_
$
_ 1,000,000 _
BODILY INJURY (Per parson)
$
ANY AUTO
'AUT OWNED SCHEDULED
AUTOS
BODILY INJURY (Par accident)
$
X
_j
NON -OWNED
(HIRED AUTOS X AUTOS
!
PROPERTY DAMAGE
Per accident
$
•
X
UMBRELLA LIAB
X
OCCUR
CUP7704AI 97
711/2015
711/2016
EACH OCCURRENCE
$5,000,000
AGGREGATE
$5,000,000
EXCESS LIAB
CLAIM &MADE
DED.X RETENTION$NIL
$
•
WORKERS COMPENSATION
AND EMPLOYERS' LIABILITY YIN
ANY PROPRIETORIPARTNERIEXECUTIVE
UB1176A220
7/1/2015
7/1/2016
X I PER OTH
STATUTE X ER
Stop Gap'
E.L. EACH ACCIDENT
$1,000,000
OFFICER/MEMBER EXCLUDED? ❑
N lA
E.L. DISEASE -EA EMPLOYE
$1,000,000
(Mandatory in NH)
If yes, describe under
DESCRIPTION OF OPERATIONS below
_
F.L. DISEASE - POLICY LIMIT
$1,000,000
B
Prof Eab - Claims Made
W18DC5150101
7/1/2015 !.7/1/2016
Per Claim /Agg $5,000,000
Rare Date: 10113/1969
Ded Per Claim $75,000
"Stop Gap -only ND, OH, WA, WY
DESCRIPTION OF OPERATIONS / LOCATIONS I VEHICLES (ACORD 101, Additional Remarks Schedule, may be allached if more space is required)
Re: All Contracts/Written Agreements between the Certificate Holder and the Insured. Evidence of Coverage.
�Y-
"(N`r'
'1`iCll v`
City of Santa Ana
Attn: Ellen Smiley
P.O. Box 1988
Santa Ana CA 92702 -1988
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN
ACCORDANCE WITH THE POLICY PROVISIONS.
AUTHORIZED REPRESENTATIVE /r
@ 1988 -2014 ACORD CORPORATION. All rights reserved.
ACORD 25 (2014101) The ACORD name and logo are registered marks of ACORD
A1 CERTIFICATE OF LIABILITY INSURANCE
6/DATE(M 5DIYYYY)
THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS
CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES
BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED
REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER.
IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(les) must be endorsed. If SUBROGATION IS WAIVED, subject to
the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the
certificate holder in lieu of such endorsements .
PRODUCER
EPIC /James C. Jenkins Ins Srvc
P. O. Box 13847
Sacramento CA 95853
N0 MIT
EACT Kelly Herrera
= . g16- 576 -1528 PA't
Ac .916- 563 -8031
EMAIL . kelly.herrera @epicbrokers.com
INSUI AFFORDING COVERAGE
NAIL#
INSURER A:Travelers Property Casualty Co of
25674
7/1/2015
INSURED CPSHIJ-2
INSURER B: Lloyd's
85202
Cooperative Personnel Services
dba: CPS HR Consulting
241 Lathrop Way
INSURER C:
INSURER D:
INSURER E:
Sacramento CA 95815
INSURER F
$500,000
X
COVERAGES CERTIFICATE NIUMRFR, 817235712 RFVIC PIN IdHMRPl
THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD
INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS
CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS,
EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS.
INSR
LTR
TYPE OF INSURANCE
INSD
WVO
POLICY NUMBER
POLICY EFF
MM /DO/YY1'Y
POLICY EXP
III
LIMITS
A
X
COMMERCIAL GENERAL LIABILITY
6307704A197
7/1/2015
7/1/2016
EACH OCCURRENCE
$1,000,000
CLAIMS -MADE X OCCUR
DAMAGE RE TED
PREMISES Ea occurrence
$500,000
X
MED EXP(Any one person)
$10,000
Daductlble$NIL
PERSONAL &ADV INJURY
$1,000,000
LIMIT APPLIES PER:
GENERAL AGGREGATE
$2,000,000
GEN'LAGGREGATE
POLICY El PRO LOO
JECT
PRODUCTS- COMP /OP AGG
$2,000,000
_
$
OTHER:
A
AUTOMOBILE LIABILITY
BA7704AI97
7/1/2015
7/1/2016
COMBINED SINGLE LJMI I
(Do accident
$ 1,000,000
BODILY INJURY (Per person)
$
ANYAUTO
ALL OWNED SCHEDULED
'AUTOS AUTOS
BODILY INJURY (Per accent
( P accident)
$
X ' HIRED AUTOS X NON- OWNED
AUTOS
PROPERTY DAMAGE
Per accident
$
$
A
X : UMBRELLA LIAB
X
OCCUR
CUP7704A197
7/1/2015
7/1/2016
EACH OCCURRENCE
$5,000,000
EXCESS LIAB
CLAIMS -MADE
AGGREGATE
$5,000,000
DED IX I RETENTION$NIL
I S
A
WORKERS COMPENSATION
AND EMPLOYERS' LIABILITY YIN
IUB1176A220
7/1/2015
7/1/2016
PER OTH
X` STATUTE X ER
Stop Gap"
EL EACH ACCIDENT
$1,000,000
ANY PROPRIETOR /PARTNERIEXECUTIVE
OFFICER/MEMBER EXCLUDED? El
(Mandatory in NH)
NIA
E.L. DISEASE - EA EMPLOYE Ci
$1,000,000
If yes, describe under
DESCRIPTION OF OPERATIONS below
E.L. DISEASE - POLICY LIMIT
$1,000,000
B
Prof I - Claims Made
Retro, Date: 10/13/1989
"Stop Gap -only ND, OH, WA, WY
W18DC5150101
7/1/2015
711/2016
Per Claim /Agg $5,000,000
Ded Per Claim $75,000
DESCRIPTION OF OPERATIONS I LOCATIONS I VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached if more space is required)
RE: Test Site Rental.
CERTIFICATE HOLDER CANCELLATION
@ 1988 -2014 ACORD CORPORATION. All rights reserved.
ACORD 25 (2014/01) The ACORD name and logo are registered marks of ACORD
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN
City of Santa Ana
ACCORDANCE WITH THE POLICY PROVISIONS,
20 Civic Center Plaza M -24
Santa Ana CA 92702
AUTHORIZED REPRESENTATIVE
@ 1988 -2014 ACORD CORPORATION. All rights reserved.
ACORD 25 (2014/01) The ACORD name and logo are registered marks of ACORD