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HomeMy WebLinkAboutRequest 4 - RFPComparisonFirm Name Proposal Received Familiarity with SLO Comp study experience Experience with Public Sector Quality Assurance Process Work Plan Summary Background Info Needed Labor Market Selection Criteria Benchmark Classification Criteria Elements of Total Comp to Gather Survey Methodology (Active or Passive) Job Match Methodology Benefits Analysis Criteria Compensation Report Elements Proposed Schedule Start Date Proposed Schedule Completion Date Proposed Schedule Length (Weeks) Billing Terms Past Contract Disqualifications Requested Changes to Terms Ability to meet Schedule Cost Estimated Time - Consultant Estimated Time - Team HR Assistance Guarantee Other Insurance Mi Comments CPS HR Consulting 4/6/2020 Yes (County) Experience of working with public agencies, utilizes a comp calculator, applies best practices Yes peer review, final review by project manager, review by City 1. Receive and Review Background Information 2. Initial Project Meeting 3. Design and Develop survey 4. Review and Validate Labor Market Survey Data 5. Design and Develop Data Spreadsheet 6.Conduct Benefits Analysis 7. Prepare Draft Comp Report, Research and Resolve Issues and Prepare and Present Final Report Compensation philosophy and strategy, Salary schedules, Organization Charts depicting organizational structure and report relationships, Classification Specifications, Benefits summaries, Budget Information, Memorandums of Understanding (MOUs), as applicable, Compensation policies and procedures, Past classification and compensation studies, Mission, Vision, and Values of the Organization 1. Geographic Proximity; 2. Organizational size (measures may include number of employees or population); 3. Services provided; 4. Past labor market agency practices; 5. Cost of Living/Cost of Wages; and 6. Competitive Recruitment Range/Agencies. 1. They should be classifications found in other surveyed employers so that sufficient compensation data can be gathered; classifications which have a large number of comparable classifications from other agencies are generally selected as benchmark classifications; 2. Benchmark classifications should have significant relationships to other classifications in their occupational group. Passive Job Analysis Methodology: analyzes the job as a whole, rather than by individual factors, by evaluating the core duties and 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, with slight differences in work that do not change the level and nature of work. 1. Cash add-ons premium pays such as: Longevity pay and deferred compensation; 2. Agency contribution to medical, dental, and vision programs; 3. Agency contributions to defined-benefit retirement programs and Social Security practices; and4. Paid time off practices such as: Holiday leave, vacation and sick leave, administrative leave. Scope of the study, Labor market agencies, including methodology utilized to identify recommended agencies, Study benchmarks, including the methodology utilized to identify benchmarks, Labor market data analysis/methodologies, Results of the base salary survey, Results of the benefits analyses, Results of the total compensation analysis 4/20/2020 9/18/2020 20 CPS HR will bill in four (4) equal installments at the following milestones: Determination of labor market and benchmark classifications, Provision of preliminary labor market data and matches, Provision of draft compensation report, Provision of final compensation report 28316 272.5 Yes Yes - please note their SIR is $50k Comp Calculator - for mgt and analysis - what does that mean? More counties than cities - at least from list. Why SLO City? Team assigned doesn't have city experience except for Kelly Gonzales who worked in Upland for 4 years - lack of first hand municipal govt experience is a bit concerning to me. 20 weeks or 5 months - start by August and have results in Jan Utilize Whole Job evaluation method. What does conduct benefit analysis mean? McGrath Human Resources Consulting 4/6/2020 No Specializes in public employment, over 50 years of public service experience, point factor system (McGrath 360 Comp) Yes point factor system 1. Orientation 2. Analysis 3. Update or Design 4. Reports 5. Implementation 1. Current Compensation System 2. ordinances attached to the compensation system 3. data regarding current employees (questionnaire) 1. Talent 2.Similar Size 3. EAV 4. Population 1. Takes and Responsibilities 2.Contact with Others 3. Stress 4. Tools and Resources 5. Leadership and Supervisory Responsibilities 5. Education and Experience 6. Work Environment and Physical Requirements Passive Methodology and approach are characterized by a systematic, logical series of tasks aimed at assuring thoroughness, consistency, and objectivity. Our goal is to meet the needs of your organization. Therefore, the proposal steps can be discussed and adjusted to meet the project phases of the City of San Luis Obispo. (Optional) 1. number of paid leave and holiday comparisons 2. number of insurance plans offered 4. overall deductible/co-pay comparison 4. mandatory and optional retirement offerings 1. Study methodology and findings 2. Recommended compensation modifications 3. Recommended position title or career progression changes 4. Fiscal impact and implementation strategies 5. Policies and procedures necessary to administer and maintain the system in-house. 5/1/2020 10/1/2020 24 Pay will be made in three installments:$5,000upon signing of the contract; $12,589upon submission of the draft report; and the balance$7,000uponsubmission of the final report. Travel costs will be submitted separately and will include airfare, car rental, hotel, and dinner. No officer or employee of McGrath Consulting or McGrath Human Resources Group have ever been disqualified, removed or otherwise prevented from bidding on, or completing a federal, stator local government project because of the violation of law, a safety regulation or for any other reason, including but not limited to financial difficulties, project delays or disputes regarding work or product quality. 24589 Yes They like SharePoint :) Yes Uses a point factor approach and encourages it to be maintained following the study. This could be a useful tool, but how time consuming is it and do we have the resources to maintain? Consultants are out of state. Have they worked in CA? Can they give us a CA reference? Familiar with CA labor issues? Most comprehensive proposal - McGrath 360 Comp Integration is impressive! Designate proper FLSA exemption, providing training to administer comp system - is this included in the price??? Overview of engagement process is impressive! They do compaction analysis Timeline is 6 months The Segal Group 4/6/2020 No Experience working with public agencies Yes 1. Project Initiation 2. Comp Market Assessment 3. Present Final Results to City 1. Salary structures 2. Current personnel policy documents 3. Current organization charts 4 Up-to-date job descriptions in Microsoft Word 5. Current and accurate employee census data 1. Actual average pay rates 2. Policies regarding adjustments to the pay schedule Passive 1. Paid time off accrual rates (vacation time, sick leave, and holidays) 2. Prevalence, cost, and cost-sharing arrangements for medical plans and other benefits (prescription drugs, dental, vision, etc.) 3. Prevalence and costs associated with retirement programs 4. Prevalence of supplemental benefits and perquisites (such as wellness programs, tuition assistance, etc.) 1. An Executive Summary, briefly describing our key findings 2. A description of the study objectives and methodology 3. The City’s competitive market position for pay, applicable to each benchmark job title and job family 4. The prevailing policies regarding pay progression, supplemental pay, and other compensation-related practices collected in the survey 5. Appendices showing detailed information collected for the market study 9/16/2020 16 The proposed fee includes charges for all professional, analytic, and administrative services, as well as all expenses associated with materials, supplies, overhead, and travel for all tasks outlined in this proposal except as otherwise noted. Our total fixed fee will be billed at the end of each month in 4 equal invoices for $6,250. 24495 100 Yes Yes Sample report for City of San Diego PD is impressive but old (2014). Segal does Pay Equity Analysis and they have Cost Modeling capabilities - may be worth exploring Their proposal says "salary and benefits market study for up to 20 benchmark job titles, distributed to 12 comparisom agencies" - distributed - passive approach? How do they determine best match? Their approach is concerning - they focus on job titles, identify comparable employers "geographically proximate to the City" …may include public sector agencies outside immediate commuting area with similar characteristics. Survey agencies, then review for completeness. Client as percent of the average - interesting way of presenting data…. Timeline - page 35 (PDF) or 32 (hard copy) says anticipated timeline in months- either 4 or 8???? Sloan Sekai 4/7/2020 Yes Experience with working with the City and other public agencies, active survey methodology Yes 1. Initial Meeting Prep 2. Review prior studies 3. Meeting with City Staff 4. Confirm Class Matches and Collect Total Comp Data 5. Compile and Analyze Data 6. Prepare Report 7. Revisions 8. Finalize 1. Job Descriptions 2. Most Recent Comp Study Classification plan, the pay plan and relevant wage schedules, benefit summaries, relevant labor contracts, and job descriptions Active benefits summaries 6 weeks We use a computerized billing system that is capable of tracking multiple account codes for each of our clients. We bill on a monthly basis for services performed and costs incurred. Payment is due within 30 days of the date an invoice is rendered. Past due amounts will be shown on the invoice. The firm reserves the right to withdraw from the representation for failure of the client to make timely payment of fees, costs, and disbursements in accordance with the fee arrangement described in this letter, or for any other reason permitted by the applicable Rules of Professional Conduct. 23420 160 Yes Yes - what are the yellow hi-lites in the insurance section? Are there concerns???? Geoff Rothman (who has worked with us before) and Charles Ayers (Appendix A is missing his resume). Charles' background is in research, analysis and communications. Since 2018 it looks like he has focused on class and comp work primarily with Sloan. Estimate 6 weeks - how can they do it so quickly and ensure accuracy and engagement? I imagine these are not consecutive??? I wasn't impressed with samples provided. Would they do narrative? Is that included in estimated amount? And would they present to Council?