HomeMy WebLinkAboutSegal Proposal_RedactedCity of San Luis Obispo, CA
Proposal for a Benchmark
Compensation Study
RFP #: 2020-HR-001
April 6, 2020 / Ruth Ann Eledge, SPHR, SPRHM-SCP, Vice President
0 MM by The Segal Gmup, Inc. Segal
7r Segal
April 6, 2020
Daniel Clancy
Finance
City of San Luis Obispo
990 Palm Street
San Luis Obispo CA 93401
Re: RFP #: 2020-HR-01 Benchmark Compensation Study
Dear Mr. Clancy:
180 Howard Sheaf, sage 11M
San Franawo, CA 9410S6147
wwws ako can
T 415 26i.62116
F 415 3761167
Thank you for the opportunity to submit this proposal for a compensation study for the City of
San Luis Obispo ('the City'). Through our extensive experience providing human resources
advice to public sector clients nationwide, we think Segal is best qualified to assist you with this
project. We have conducted classification and compensation studies for the following California
entities:
• Superior Court, County of Los Angeles
• City of Carlsbad
• City of Goleta
• City of Livermore
• City of Palo Alto
• City of San Diego
• City of San Marcos
• City of Santa Cruz
• City of Santa Monica
• Inyo County
• Santa Barbara County
• ABC Unified School District
• Palomar College
• AC Transit
• Bay Area Rapid Transit
• Golden Gate Bridge & Highway Trans District
• Orange County Transportation Authority
• San Mateo County Transit
• Southern California Regional Rail Authority
• Victor Valley Transit Authority
• Castaic Lake Water Authority
• Coachella Valley Water District
• Water Replenishment District of Southern CA
• West County Wastewater District
• Northern California UFCW
We appreciate your consideration for this assignment and welcome the opportunity to meet with
you to answer any questions you have. As an officer of the firm, I am authorized to bind the
proposer to the terms of the proposal. Please feel free to contact me by phone at 214.466.2460
or by email at reledae(dseaalco.com.
Sincerely yours,
Yfc�e7zsx
Ruth Ann Eledge, SPHR, SPRHM-SCP
Vice President
Table of Contents
Qualifications
About Our Company..........
Company History and Staff
Segal's Project Team.........
10
10
10
16
Work Program
22
Step 1: Project Initiation........................................................................................................22
Step 2: Compensation (Salary and Benefits) Market Assessment.......................................23
Step 3: Present Final Results to the City...............................................................................32
Project Timeline
32
Cost Proposal
33
Exceptions to Terms and Conditions 35
Segal i
ISubmittal Forms
Attached are the following completed forms, as required by the RFP:
• Proposal submittal summary
• Certificate of Insurance
• Statement of Past Contract Disqualifications
• Sample Reports
Executive Summary
We understand the City seeks the assistance of a consultant to perform a compensation (salary
and benefits) study for approximately 20 job titles to support the City's Compensation
Philosophy of providing competitive compensation to attract and retain well qualified employees.
The City anticipates utilizing the data collected from this project to prepare the salary forecast
for the Citys 2021 -2023 Financial Plan.
Segal confirms that the data and information for this project can be provided and collaborated
on by using the City of San Luis Obispo's SharePoint site.
Specifically, we understand the scope of this study will include:
• Salary and benefits market study for up to 20 benchmarkjob titles, distributed to 12
comparison agencies
• Collection and analysis of salary market data to determine the City's competitive market
positon for pay
• Collection of peer employer contributions to health insurance, retirement formulas and
employee contributions
• Collection of peer employer paid time off benefits and anticipated cost of living adjustments
• Development of a final report that identifies the market median and the distance from the
median for City benchmark data
• Delivery of the report in final form, following preliminary review by City staff, no later than
September 18, 2020
Our proposed work plan for this assignment includes the following steps:
Step 1: Project Initiation
Step 2: Compensation (Salary and Benefits) Market Assessment
Step 3: Present Final Results
We have described each project step in more detail in the "Work Program" section of this
proposal.
90932350M7909 9029093235VIM7909 902 A- Sega I 1
Proposal Submittal Form
The undersigned declares that she or he has carefully examined Project No. 2020-HR-001
which is hereby made a part of this proposal; is thoroughly familiar with its contents; is
authorized to represent the proposing firm; and agrees to perform the specified work for the
following cost quoted in full:
BID ITEM: 2020-HR-001 — Benchmark Compensation Study
Total Base Price
$24,495
Sales tax a $0.00
Other
TOTAL
$0.00
$24,495
Delivery of equipment to the City to be within 140 calendar days after contract execution and
written authorization to proceed.
® Certificate of insurance attached; insurance company's A.M. Best rating: All of our
insurers are rated A+ (Superior) or A or A- (Excellent) by the AM Best Company.
Firm Name and Address
Segal
180 Howard Street, Suite 1100
San Francisco, CA 94105-6147
www.segalco.com
Contact: Ruth Ann Eledce. Vice President
�/Vc�t�71sx
Signature of Authorized Representative
Phone: 214-466-2460
Date: April 1, 2020
90=50M79099D2NM3235v1M7W9902 A -Segal 2
Certificate of Insurance
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9993235019]9099929093235v1/9]999992 A- Segal 3
Statement of Past Contract Disqualifications
Cry of Son Luis Obispo Bid 202arpor 0l
an oftontutn oevFo
Si tsr. Azzrz
STATEMENT OF PASTCONTRACT DISQUALIFICATIONS
The proposer shall State whether it or any of its Officers or employees who have a proprietary interest in
it, has ever been disqualified, removed, or otherwise prevented from bidding on, or completing a federal,
state, or local government project because of the violation of law, a safety regulation, or for any other
including but not limited to financial difficulties, project delays, or disputes regarding work or
product quality, and if so to explain the circumstances.
• poyoa have mnydisqualifim5onas deSnMedln Me aboveparagrnphta dedarei
Yes No®
0 If yes, expinln Me cir ouMSfnn[P5.
Executed on 04/01/2020 at San Francisco, G _ under penalty of
perjury of the laws of the State of California, that the foregoing is true and correct.
c-lifc�ei A
Signature of Authorized Proposer Representative
2].
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90932350A)79099U29093235y,/97909902 Segal 4
References
Cdy of Bw Luis Cases Bid 2020-HR-001
O"fSa r,e Obupo
Spends all "No. 9xvx
REFERENCES
Number of years engaged in providing the services Included within the scope of the specifications under
the present business name: g0
Acorn be fully the last three contracts
performed by your firm that demonstrate your ability to provide
the services Included with the scope of the specifications Attach addltlorel pages If man [red . The City
reserves the right to contact each of the
references listed for additional Information regarding your frm's
qual[f[affi[on6.
Reference No. 1:
City of $ian Mil CA
•Buegat 250,000
RaM1ranu
No. 2:
pa
-25-
3/I�OPSOFAAI
p.10
Agency Name
Con[dct Name
Ms. Michele Rentler Director of Human Resources
Telephone &Email
I760I 744-3050 mbender@san-marCO6.n6[
Street
Agency Name
Ed raw Rarbam county, cR
Chief People Officer- [rya eme onto
Contact Name
Previous AR Director Barbara (i� for farm Barbara
Telephone &Email
(310)458.8245 lori. @m entlessay.n¢f
Street Address
1226 Anacarta Street
City, Stale, Zip Code
Santa Barbara, CA 93101
Description of services provided
• Analyzed the counNsjobs and ceaeurma amp[grea mmm[awa meaval
decantation structure and recommend posidata todasziRmtlpns
including contract amount, when
• Conducted a wmpereation study for management positipnsw aering
Provided and project outcome
approvimately2&Jsfaff in 15 brn3tl leadership didactical•Dates
of Serviws; 2016
•Rudgat $50,000
9993235019]9099929093235v1/9]999902 Segal 5
Cry of San Luis caused, Bid 2020-HR-001
CiyofSmnLoOObsspo
ge"Ricall an Ma. sun..
Reference No. 3
Agency Name
City
ployees
sector
• Recommended adjustments Wthe salary plan for the APool alive, Mid-
anagemenA Classified, General, Police, antl Fire employee groups that are
nastent with the market findings and me Mad pay pmlospphy
• Remm named grade resonances fair all job titles and pay plans covered by the
study
• Drahed updated compensation solidus
• Presented final results to the City•Budget
555.000
In 2008:
•CondUtted a compensation and benefits study forapproximately 1,100 employees
covered by 2351ob titles, Including public safetyemployees
• oevacced a tour tool compensation survey document
•Analyzed market data for 75 benchmark job titles using 10 public senor peer
disapproves and three (3) published data sources t0 represent Me private sector
market
•Asseaaed geograpHcal differences in cup of labor
• Presented final results to the OW
30�08'Sa FBM
p. l!
ofSioux Falls SD
ContactdCI Name
Mr. RiII O'Toole, Director of Human Resources
Telephone &Email
605 36Tw4o, botwle@siouxfalls.or
Street Address;
$$q Wes[Nin[h Street
City, Slate, Sp Code
Sioux Falls SDS]11J
Description of services provided
In 201J-2018:
including contract amaunp when
Ipmvitletl
•Contluc[ede wmpensetion and beneflta s[udyfOrapproxlmefely l,2oo
and prOlPct Outcome
assured by 269jobtides and repr¢s¢Metl by TM1P American Fetlerationof
90932J50l979099029093235y,/919099R2 Segal 6
Segal Client List
States, Agencies, Retirement Systems
Arington County(VA)
City of Cedar Rapids (LA)
State of Alabama
Barry County(MQ
City of Chandler (AZ)
State of Alaska
Bay County(MI)
City of College Stabon(U()
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Depzranent of Audits& AcGts
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Merit System
Harris County Appraisal Distort(TX)
City of Grand Rapids (MI)
State of Illness_
Isabella County (MQ
City of Greenville (NC)
Board of Education
Jackson Gounty (TX)
City of Greenville (SC)
Teachers Retirement System
Johnson Gounty (TX)
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Universities Retirement System
Kenosha County FIND
City of Hollywood [FL)
State of Iowa
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State of Maryland
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Department of Budget B Management
Laramie County Library System (WY)
City of Knoxvilk:(TN)
Department of Mental Health
Las Vegas— Clark County Library(NV)
City of Lansing (MI)
Commonwealth of Massachusetts_
Lexington County (SC)
City of Las Vegas (NV)
Bay Transportation Authority
Lincoln County (SD)
City of League City M
Department of Transportation
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School Building Auffmnty
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State Lottery
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Treasurer B Receiver
Mohave County(AZ)
City of Middletown (CT)
Teachers Retirement System
Oakland County(MI)
City of New Hartford (MA)
State of North Carolina Education Loflery
Pierce County (WA)
City of North Kansas City (MO)
State of Ohio Public Employees Retirement
Pinal County (AZ)
City of Olathe (KS)
System
Prince Georges County (MD)
City of Palo Alto (CA)
State of Oregon
Prince William County (VA)
City of Phoeaix (AZ)
Legslativc Assembly
Santa Barbara County(CA)
City of Pittsburgh (PA)
Lottery
Seminole County (FL)
City of Poway (CA)
State of Rhode Island
Shelby County (TN)
City of Presceft [AZ)
State of Texas Employees Retirement
Smith County (TX)
City of Raleigh INC)
System
Spotsylvania County (VA)
City of Rehoboth Beach (DE)
State of Washington
Stafford County (VA)
City of Salem (VA)
CourtSystems
Washington County(WI)
City of San Antonio [TX)
Admisstrative Office ofthe U S_ Courts
Waukesha County (wq
City of San Diego (CA)
State of California Superior Court, County
Webb County (TX)
City of San Marcos (CA)
of Los Angeles
Municipalities
City of San Marcos( DO
State of Colorado Judicial Branch
City ofAJbuqumque[NM)
City of Santa Cruz (CA)
State of Maine Judiciary
City of Asheville [NC)
City of Santa Monies (CA)
State of Maryland Judiciary
City ofAuram(GO)
City of Seattle(WA)
Commonwealth of Massachusetts Trial Court
City ofAustin (EX)
City of dona(A
State of Minnesota Judicary
City of Avondale (AZ)
City of Siff (AZ)
State of New Hampshire Judicial Branch
City of Dethrone (MD)
City of Sioux Falls (SD)
State of New Jersey Judiciary
City of Boston (MA)
City of Solon (OH)
State of Ohio Supreme Court
City of Bowie [MD)
City of Surprise [AZ)
State of Vermont Judiciary
City of Bristol [CT)
City of Wilmington [DE)
Counties
City of Bryan (iX)
City of Wylie (TX)
Albemarle County (VA)
City of Cape Coml (FL)
Tombstone Pansh (LA)
Town of Acton (MA)
Anderson County (SC)
City of Carlsbad (CA)
Town of Buckeye (AZ)
Anne Arundel County(MD)
City ofCarrolton M
Segal
90932350/979099029093235Vt/91909902
Transportation Systems
Alaska Railroad Corporation
AC Transit (CA)
Bay Area Rapid Transit (CA)
Ben Franklin Transit (WA)
Bishop Inter national Airport Authority(MI)
City of Austin — Transportation Dept. (TX)
Central Ohio Transit Authority (OH)
G THAN (WA)
Columbus Regional Airport Authorty (OH)
Denton County Transportation Authonl (M
Denver Regional Transit Dishier (CO)
Des Moines Area Regional Transit (IA)
Fort Wayne-AIIen County Airport Autlwnty
(IN)
Golden Gale Bridge and Highway
Transportation District (CA)
Harris County Transportation Authority (TX)
Hillsborough Area Regional Transit (FL)
Indianapolis Public Transportation (IN)
Jacksonville Aviation Authority (FL)
Jacksonville: Transportation Authority (FL)
Kenton County Airport Board (KY)
Lehigh Northampton Airport Aut honty (PA)
Lincoln Airport Authority (NE)
Maryland Transit Administration
Metra St. Louis (MO)
Metropolitan Atlanta Rapid Transit Authority
(GA)
Metropolitan Nashville AirportAuth. (TN)
Milwaukee County Transportation Aulh_ (WI)
National Railway Labor Commission
New Jersey Turnpike Au9mnty
Northern Ancona Intergovernmental
Transportation AuUronty
Orange County Transportation Authority
(CA)
Pace, Suburban Bus Division of the RTA (IL)
Pierce Transit (WA)
Pan Authority of Allegheny County (PA)
Part of Houston Authority (TX)
RafeiglFDudmm Airport Authority (NC)
San Mateo County Transit (CA)
Southern California Regional Rail
Authority
Transit Management of Southeast Louisiana,
Inc
Transit Management of Washes Caunty (NV)
Valley MetmrRPTA (AZ)
Victor Valley Transit Authority (CA)
Virginia Railway Express
Washington DC Metropolitan Area Transit
Authority
Utilities and Water Authorities
Birmingham Water Works Board (AL)
Castaic Lake Water Authority (CA)
Central Ancona Project (AZ)
City of Austin —Austin Energy (f)()
Coachella Valley Water District (CA)
Colorado Spmgs Utilities
Columbus Water Works (GA)
Denver Water (CO)
Des Moines Water Works (IA)
D C_ Water & Sewer Authority
Easton Utilities Commission (MD)
Fairfax Water (VA)
Great Lakes Water Authority (MI)
Greenville Electric Utility System (TX)
Greenville Utilities Commission (NC)
Guadalupe -Blanca River Authority (M
Kerrville Public Utilities Board (TX)
Loudorn Water (VA)
Metropolitan District Commission (CT)
Navajo Tribal Utility Authority (AZ)
New Braunfels mines (TX)
Orange County Public Utilities (FL)
Platte River Power Authority (CO)
Prince William County Serves Authority (VA)
Raleigh Public Utilities District (NC)
Texas Municipal Power Authority
Toho Water wtrority (FL)
Trophy Club Municipal Utility Daniel (TX)
Upper Occequan Service Authority (VA)
Water Replenishment District of Southern
California
West County Wastewater District (CA)
Other Clients
Bexar County Juvenile Probation Department
(TX)
Brawn University Library (RI)
Carers -Source of Palm Beach County (FL)
Cenicrfor Health Care Services of Hoover
County (TX)
Cuyahoga Library District (OH)
King County Housing Aufbonty (WA)
Minnehaha County Deputies Association (SD)
Northern California UFCW
Nothem Virginia Regional Park Authority
Orleans Pansh Sheriffs Office (LA)
San Antonio Housing Authority (TX)
Spokane Regional Health District (WA)
Timberland Regional Library (WA)
U S. Office of Personnel Management
Public School Districts
ABC Unified School District (CA)
Adams 12 Two Star School District (CO)
Arlington Public Schools (VA)
Boulder Valley School DisNol (GO)
Denver Public Schools (CO)
East Baton Rouge Pansh School System (LA)
Fairfax County Public Schools (VA)
Frederick County Public Schools (MD)
Lafayette Parish School System (LA)
Lou loun County Public Schools (VA)
Norfolk Public Schools (VA)
Prince Ceoge's Go Public Schools (MD)
Prince William Go Public Schools (VA)
Spokane Public Schools (WA)
Springfield Public Schools (MA)
Stallard County Public Schools (VA)
Virginia Beach City Public Schools (VA)
Public Sector Higher Education
Bunker Hill Community College (MA)
Buffer Community College (KS)
Central Piedmont Community College (NC)
Central New Mexico Community College
College of the Mainland (TX)
Gallia County Community College (TX)
Colorado Community College System
Community College of Philadelphia (PA)
Community College System of New
Hampshire
Delaware County Community College (PA)
George Mason University (VA)
Grand Rapids Community College (MI)
James Madison University (VA)
Markets County Community College (AZ)
Milwaukee Area Technical College (NA)
Morehead State University (KY)
Montgomery College (MD)
Mott Community College (MI)
Northern Virginia Community College
Northern Wyoming Community College
Palomar College (CA)
Paddand College (IL)
Portland Community College (OR)
Radford University (VA)
Texas A&M University Libraries
Thomas Edison State College (NJ)
University of Connecticut
University of the District of Columbia
Virginia Community College System
Yampai Community College (AZ)
90932350197909 9029093235v1/91909 902 -Tr Sega I 8
Sample Reports
The following reports, available online, provide specific examples of how our
organization's expertise and recommendations have benefited a public agency
City of Phoenix, AZ
hftPS71AVWW.phoenix.gov/itssite/Documents/070008.pd
City of San Diego Police Department, CA
http://www.sandiego.gov/mayor/pdf/sdpd reppositions11614.pdf
City of Sioux Falls, SD
http://www.siouxfalls. ora/h u man -resources
State of Alaska
http://doa.a laska. aov/doD/fileadm i n/d i rectorsoffice/odf/seaalfi nalreoort. Ddf
State of Colorado
https:lAvww.colorado.gov/pacific/sites/default/fi les/D PA%20An n ual%20Compensation
20Survev%20Report%20FY2014-15 O.Ddf
State of Rhode Island
http://www.local2881.ora/docs/Seaal%20Report%20to%20State%20of%20RI %2001-
26-13.pdf
Pinal County Sheriffs Office, AZ
http://sthcw.files.wordpress.com/2013/04/pinal county sheriffs office memo as of 4-
22-131.pdf
00032350WW99020003235vIWW9902 Segal 9
IQualifications
About Our Company
The Segal Group (www.segalco.com) has been a leading, independent firm of benefit,
compensation, and human resources consultants since its founding in 1939. Our clients include
corporations, non-profit organizations, higher education institutions, professional service firms,
and public sector entities, and jointly trusteed benefit funds.
Segal is an independent, employee -owned organization with no ties to any other companies.
Our only interest is in providing unbiased solutions to clients' total rewards needs.
Our firm is headquartered in New York and has more than 1,000 employees working in the
following offices throughout the U.S. and Canada.
Atlanta, GA
Edmonton, AS
New York, NY
Boston, MA
Hartford, CT
Philadelphia, PA
Chicago, IL
Juneau, AK
Phoenix, AZ
Cleveland, OH
Los Angeles, CA
Princeton, NJ
Dallas, TX
Minneapolis, MN
San Francisco, CA
Denver, CO
Montreal, QC
Toronto, ON
Detroit, MI
New Orleans, LA
Washington, DC
Segal has extensive experience in providing independent, results -driven consulting services to
public sector entities throughout the country.
For 80 years, we have developed cutting -edge total rewards approaches that provide quality
health care, secure retirement, and competitive compensation programs for our clients'
employees. Offering comprehensive total compensation and benefits packages requires
governments to continually search for cost efficiencies and innovations. Many widely accepted
benefit practice and cost containment solutions were originally designed by Segal.
Company History and Staff
The Segal Group was founded as the Martin E. Segal Company in October 1939, early in the
development of employee benefit plans in American industry. From the beginning, Segal has
been involved in developing health and retirement programs that meet the needs of employees
and employers.
In 1967, the Martin E. Segal Company became part of Wertheim & Co. and in 1978 it again
became independent when it was repurchased by company management.
W93235V1M7 099V2 3235vIWW9902 Segal to
In 2001, The Segal Group acquired Marjorie Gross and Company, an award -winning firm
specializing in communicating benefits and compensation information, as well as building
strategies for effective employer communications.
Early in 2002, The Segal Group acquired Sibson Consulting, a human resources consulting firm
dedicated to helping companies improve the return on human capital through talent strategies,
effective organization practices, change management, rewards and compensation design,
work/life programs and other solutions that help enhance employee performance.
In 2006, The Segal Group acquired Irwin Tepper Associates, Inc., a consulting firm that
specializes in asset'liability analysis for employee benefit programs and other organizations.
In 2010, The Segal Group acquired Aon Consulting's multiemployer defined benefit plan and
related consulting business in the United States.
In 2012, The Segal Group's investment consulting affiliate, Segal Rogerscasey, acquired
Rogerscasey, a global investment consulting firm. The combined entity (Segal Rogerscasey) is
a leading global investment solutions firm that provides innovative, client -driven consulting
advice and outsourcing solutions. The firm has been in operation for more than 40 years and is
one of the largest U.S.-based investment consultants.
In 2013, The Segal Group's Fiduciary Liability Insurance Practice was incorporated as the
insurance brokerage subsidiary of The Segal Group, Inc., and named Segal Select Insurance
Services, Inc. Segal Select works with plan sponsors to obtain a full range of fiduciary insurance
and fidelity bond coverage as well as employment practices liability insurance and cyber liability
coverage.
In 2014, The Segal Group acquired the Human Resources Consulting Division of Waters
Consulting and combined it with Segal's Public Sector Compensation and Bargaining Practice.
The combined entity, Segal Waters Consulting, provides compensation and human resources
consulting solutions to public sector entities.
Also in 2014, The Segal Group acquired a portion of the business of Moroni Fantin, an
employee benefits consulting firm (which has now ceased operations) specializing in working
with Michigan and national, mid -market, self -insured health plans.
In 2017, The firm acquired Marco Consulting Group to expand our investment consulting
services, and Segal Rogerscasey (the SEC -registered investment consulting member of The
Segal Group), was renamed Segal Marco Advisors. The firm is a leading global investment
solutions firm that provides innovative, client -driven consulting advice and discretionary
solutions. It has been in operation for 50 years and is one of the largest U.S.-based investment
consultants.
In 2018, the firm acquired Touchstone Consulting Group, based in Worcester, MA, which
provides retirement, health and welfare, actuarial and related employee benefit consulting
services.
00032350/92009 9D20a03235v1M2009902 A- Sega I 11
Also in 2018, The firm acquired The Singer Group, a human resources and organizational
development consulting firm based in the Baltimore area. Founded in 1983, The Singer Group
provides compensation consulting, organizational design and development, performance
management, workflow design and other human resources -related consulting services, for
public and higher education library systems and not -for -profit organizations.
In 2019, The firm acquired Benz Communications, an award -winning, industry -leading HR and
employee benefits communications consulting firm. Founded in 2006, Benz Communications
has been among the largest women -owned firms in the San Francisco Bay Area since 2012 and
a five -time honoree on the Inc. 5000 list of fastest -growing, privately held companies. The new
name of our combined Communications practice is Segal Benz.
Through our history, we've built a group of brand names you've come to count on for truly
personal actuarial and investment expertise aimed at one mission: delivering trusted advice that
improves lives. Today in 2020, we now formally operate under one name: Segal.
Segal, Segal Benz and Segal Marco Advisors are all members of the Segal family. While
company names and logos have evolved over the frm's 80-year history, we remain an
employee -owned firm known for providing unbiased consulting based on the integrity, expertise,
personal investment and trusted advice of our people.
The Segal Group is a founding member of the Multinational Group of Actuaries and Consultants
(MGAC), whose member companies across the world meet clients' needs for assistance in
international benefits planning
The Segal Group is a private corporation owned by its active officers, with no shareholder
owning more than 5% of the common stock. Our firm's chief officers are:
• Joseph Lo Cicero — Chairman
• David Blumenstein —President and Chief Executive Officer
• Ricardo DiBartolo —Senior Vice President, Chief Financial Officer and Treasurer
• Kimberly Banks MacKay, Esq. — Secretary and General Counsel
Company Organization Chart
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90932350M7909 9029093235v1WW!) 902 Segal 12
Summary of Segal Services
Segal is a completely independent organization vdth no ties to any other companies. Our only
interest is in providing unbiased solutions to clients' total rewards needs. Visit us at
www.segalco.com.
Our comprehensive array of results -driven consulting and actuarial services includes strategic
planning and program designs that align human resources strategies with staffing needs. Segal
serves three distinct markets —Public Sector, Corporate and Multiemployer—with services, staff
and expertise available to consult on the full range of health, retirement, and compensation
issues in each of these markets.
• Human Resources Consulting
• Health and Welfare Plan Consulting
• Retirement Plan Consulting
• Compliance Consulting
• Claims Audit Consulting
• Communications Consulting
• Administrative and Technology Consulting
• Investment Consulting (through our SEC -registered affiliate, Segal Marco Advisors)
Human Resources Consulting Services
Segal has offered human resources consulting services dedicated to our public sector and
collectively bargained clients since 1997. We help organizations adopt a more strategic,
comprehensive and integrated approach to total rewards that includes both financial and
nonfinancial rewards. Our services include:
• Human Resources Functional Assessments
• Total Compensation Market Studies
• Total Compensation System Design and Implementation
• Job Classification Analyses
• Job Evaluation System Design and Implementation
• Performance Management System Design and Implementation
• Employee Opinion Surveys
• Pay Equity Analysis
• Cost Modeling
Our consulting approach is based on customized solutions to meet specific needs, not "off -the -
shelf' systems. Our goal is to maximize the value of total rewards by encouraging employee
participation in our engagements. This is crucial to a successful outcome.
Human Resources Functional Assessments
We conduct assessments of all activities that support human resources. This includes
evaluating the staffing, effectiveness of payroll, compensation, benefits, classification,
recruitment and selection, training, employee relations, civil service rules, regulations and
99=50WN99Uz 3235vIWW9992 A -Segal 13
procedures. Our approach identifies strengths and weaknesses that impact effective human
resources management.
Total Compensation Market Studies
We conduct total compensation market analyses targeted to specific comparable employers.
This process identifies benchmark positions that are representative of an employers workforce.
The surveys rapture information on pay ranges, maximum hiring pay rates, pay progression
policies, performance -based reward systems, paid time off, health and welfare related benefits,
and retirement benefits. As a routine part of any project, Segal provides clients with all detailed
source data received through our surveys.
Total Compensation System Design and Implementation
We design total reward systems by working with clients to develop compensation philosophies
that support organizational strategic goals and compensation best practices. We frequently work
with clients to transform longevity -based pay programs to performance -based systems.
Additionally, we often work with our clients in a joint labor-management environment to facilitate
and communicate reward system changes.
Job Classification Analyses
Classification studies include development and analysis of position questionnaires and
employee interviews as the basis for evaluating and streamlining the classification structure.
Additionally, we can assist in developing customized job descriptions that are consistent with
legislation such as FLSA and ADA.
Job Evaluation System Design and Implementation
Our Segal EvaluatorTM point -factor method of job evaluation is easily understood and provides
an internal hierarchy based on established factors common to jobs throughout the organization.
This approach determines the eight specific compensable factors customized to support the
operating environment and organizational structure of each client.
Performance Management
Based on an organization's compensation strategy, we will develop a performance management
approach that includes tools to measure individual and group performance as well as tie the
performance management system to a pay delivery approach.
Employee Opinion Surveys
As part of evaluating total compensation programs, we frequently design and implement opinion
surveys to measure employees' preferences and priorities regarding all aspects of their rewards
of work (direct compensation, paid leave, benefits programs, work environment, career
opportunities, affiliation with the organization, and other aspects). Our analysis can include
comparisons of demographic groups, highlighting differences by occupational categories, career
stage, or other groupings. In addition, we often conduct employee engagement surveys to
9093235V1M79099029093235v1M7W9902 i-Segal 14
understand employees' level of motivation and morale, turnover potential, and other measurable
aspects of commitment and engagement with the organization.
Pay Equity Analysis
As an increasing number of states have enacted pay equity legislation, Segal Waters can
conduct pay equity analysis based on gender and/or race. Our analysis identifies the existence
of potential pay disparities and provides recommendations for policies to correct and prevent
inequities.
Cost Modeling
Most reward system redesigns result in a fiscal impact to the employer. Our modeling approach
not only identifies the immediate impact of implementation, but also provides a multi -year
perspective to identify steady employer costs.
00032350WW9902 3235vIWW9902 Segal 15
Segal's Project Team
The Segal project team consists of experienced consultants who are dedicated to meeting the
needs of the City in a manner that is cost efficient, timely, and of high quality. All services will be
provided by Segal consultants. No subcontractors will be used for this engagement.
We bring to this project an excellent combination of skills and experience in public sector
compensation analysis and design. Our team has relevant advanced degrees and professional
certifications including:
Certified Compensation Professional (CCP) through WoddatWork
Professional (PHR), Senior Professional in Human Resources (SPHR) and SHRM Senior
Certified Professional (SHRM-SCP) through the Society for Human Resources Management
(SHRM)
Segal will not be utilizing subcontractors for this assignment.
Hourly Billing Rates
Segal has never been removed from a project or disqualified from proposing on a project.
We invite you to review the resume of each team member on the following pages.
90932350WN9 9029093235VIM7909 902 i-Segal 16
Ruth Ann Eledge, SPHR, SHRM-SP
Vice President
Project Role: Senior Consultant/Project Manager
Expertise
Ms. Eledge is a Vice President of Segal. In this role, she leads and oversees many of our
Human Resources studies and compensation projects and works closely with the entire
consulting team to ensure on -time delivery while meeting the quality requirements of our clients.
Clients
States. Agencies. and Retirement Systems
Municipalities
El Paso City Employees' Pension Fund (TX)
City of Addison (TX)
Fire and Police Pension Association (CO)
City of Avondale (AZ)
State of Illinois_
City of Austin DX)
Teachers' Retirement System
City of Bryan (TX)
Universities Retirement System
City of Chandler (AZ)
State of North Carolina Education Lottery
City of Charlotte INC)
State of Texas Assoc. of Public Employee
City of College Station FIX)
Red Systems
City of Colorado Springs (CO)
State of Oregon Legislative Assembly
City of Edinburg ILK)
State of Oregon Lottery
City of Farmers Branch (TX)
City of Fort Worth (fX)
Counties
City of Fountain (CO)
Bandera County Appraisal District (TX)
City of Goleta (CA)
Bay County (MI)
City of Granbury (fX)
Cannot County (TX)
City of Grand Rapids (MI)
Harris County Appraisal District (TX)
City of Greenville INC)
Howard County (MD)
City of Greenville (SC)
Jackson County (TX)
City of Houston (TX)
Jefferson County (CO)
City of League City (TX)
Lincoln County (SD)
City of Lynnwood (WA)
Macomb County (MI)
City of Mancopa (AZ)
Montrose County (CO)
City of Marana (AZ)
Terrehonne Parish (LA)
City of Oklahoma City (OK)
Santa Barbara County (CA)
City of Overland Park (KS)
Shelby County (TN)
City of Palo Alto (CA)
Webb County (FX)
City of Poway (CA)
City of San Marcos (CA)
Htaher Education
City of San Marcos (fX)
College of the Mainland (TX)
City of Sugar Land (TX)
Collin County Community College (fX)
City of Thibodaux (LA)
Hanford Community College (MD)
City of Thornton (CO)
Northeast Community College (NE)
City of Tyler (IX)
Texas A B M University —Libraries
Town of Chapel Hill INC)
Village of W nne&a (IL)
90932350/97909 9029093235v1/97909 902 A-Sega I 17
Transportation
Bishop International Airport Authority (MI)
Capital District Transit Auld (NY)
City of Charlotte (NC) -Airport Authority
C-TRAN (WA)
Columbus Regional Airport Authority (OH)
Fort WayneAllenCounty Airport Auth_ (IN)
Jacksonville Part Authority (FL)
Lincoln Airport Authority (NE)
Metropolitan Nashville Airport Authority (fN)
Part of Houston Authority (TX)
Raleigh -Durham Airport Authority (NC)
Other Clients
Anderson Public Library (IN)
IndianapolisMarian County Library (IN)
Kansas City Housing Authority (KS)
Montgomery County 911 DX)
North Little Rack Housing Authority (AR)
Taff ant County 911 (TX)
Professional Background
Utilities and Water Authorities
City of Austn - Austin Energy (TX)
Colorado Springs Utilities
Floresville Electric (fX)
Greenville Utilities Commission INC)
Guadalupe Brazos River Authority (TX)
New Braunfels Utilities (TX)
Orange Water and Sewer District INC)
San Miguel Electric Cooperative, Inc (TX)
Toho Water Authority (FL)
Prior to joining Segal, Ms. Eledge worked at The Waters Consulting Group, one of the most
experienced firms in public sector human resources and compensation consulting, which was
acquired by Segal in 2014. Before joining Waters Consulting Group in 2000, Ms. Eledge served
as the City of Austin's Director of Human Resources and Civil Service. Under her leadership,
the City received an A+ rating from Governing Magazine for having a top Human Resource
Department in 2000, an honor given only to two cities nationwide. Ms. Eledge has worked
closely with various boards and commissions for the City of Austin, Texas, including the Civil
Service Commission, Human Rights Commission, Mayor's Committee for Persons with
Disabilities, and the City Council Affirmative Action Subcommittee.
Education/Professional Designations
Ms. Eledge received her Master's degree (MPA) from Southwest Texas State University and her
Bachelor's degree from the University of Texas at Austin.
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9093235vl M7909 9029093235v1/91909 902 A-Sega I 18
Lauralee Adams, CCP, PHR, SHRM-CP
Senior Associate
Project Role: Senior Compensation Analyst
Expertise
Mrs. Adams joined Segal in December 2018. She performs complex analytical work for total
compensation market studies and job classification analysis.
Clients
Counties
Higher Education
Lake County (IL)
Northern Virginia Community College
Lincoln County (SD)
Seminole County (LL)
Transportation
Webb County JX)
San Mateo County Transit District (CA)
K-12 School Districts
Other Clients
Virginia Beach City Public Schools (VA)
Minnehaha County Deputies Association (SD)
Utilities and Water Authorities
Columbus Water Works (GA)
Professional Background
Prior to joining Segal, Mrs. Adams Worked for two years as a Compensation Analyst for the City
of Clarksville in Tennessee where she updated the out-of-date pay structure to better represent
the market and to make data -driven recommendations for wage increases. Mrs. Adams also
spent four years as a Human Resources Manager for a national marketing firm in Shreveport,
Louisiana.
Education
Mrs. Adams received her M.A. in Industrial/Organizational Psychology from the number one
Master's Program in the country for the 1/0 field at Middle Tennessee State University in
Murfreesboro, Tennessee. Before that, she obtained her B.A. in Psychology from Centenary
College in Shreveport, Louisiana. Mrs. Adams also holds several professional certifications
including her CCP (Certified Compensation Professional), her PHR (Professional in Human
Resources), and her SHRM-CP (Society for Human Resources Management Certified
Professional).
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90932350/97909.902 -A-Segal 19
Joyce C. Powell, CCP
Senior Associate
Project Role: Senior Compensation Analyst
Expertise
Ms. Powell is a Senior Associate in with more than 20 years of hands-on compensation
experience, ten of which have been in the public sector. Her expertise includes conducting
market analyses; designing pay structure; conducting FLSA classification reviews and internal
equity reviews; developing and costing pay plan implementation scenarios; writing job
descriptions; developing custom survey documents, and developing affirmative action plans.
She is also experienced in job analysis and job evaluation.
Clients
States. Agencies. and Retirement Systems
Municipalities
State of Delaware
City of Ashville INC)
Fire and Police Pension Association (CO)
City of Auburn (AL)
Commonweatih of Massachusefls_
City ofAustin (fX)
School Building Authority
City of Avondale (AZ)
Treasurer & Receiver
City of Boston (MA)
State of Illinois_
City of Cape Coral (FL)
Board of Eduration
City of Cedar Hill (TX)
Teachers' Retirement System
City of College Station (TX)
Universities Retirement System of
City of Colorado Springs (CO)
City of Denver (CO)
State of Ohio Public Employees Ret System
City of Fat Lauderdale (FL)
State of Oregon Lottery
City of Fat Worth (TX)
State of Tess Munirapal Retirement System
City of Fountain (CO)
Counties
City of Garland (TX)
Anderson County (SC)
City of Grand Rapids (MI)
Bay County (MI)
City of Greenville (NC)
Gillespie County (TX)
City of Greenville (SC)
Isabella County (MQ
City of Hollywood (FL)
Jefferson County (CO)
City of League City (TX)
Johnson County (TX)
City of Liberty (FA)
Kenosha County (WI)
City of Lynnwood (WA)
Lake County (IL)
City of Manmpa (AZ)
Macomb County (MI)
City of Missouri City (TX)
MGKinley County (NM)
City of Palo Alto (CA)
Montrose County (CO)
City of Poway (CA)
City of San Marcos (CA)
Higher Education
City of San Marcos (TX)
Central New Mexico Community College
City of Sierra Vista (AZ)
College of the Mainland (TX)
City of Thornton (CO)
Collin County Community College(fX)
City of Upper Arlington (OH)
Harlord Community College (MD)
City of Wichita Falls (fX)
Lamar University (TX)
City of York (PA)
Northeast Community College (NE)
Town of Chapel Hill INC)
9093 350197909.902 it Segal 20
Transportation
C-TRAN (WA)
City of Charlotte (NC) -Airport Authority
Denton County Transportation Authority (TX)
Des Moines Area Regional Transit (IA)
Hillsborough Area Regional Transit (FL)
Jacksonville Pod Authority (FL)
Metropolitan Nashville Airport Authonl (TN)
Northern Arizona Intergovernmental Public
Transportation Authority
Professional Background
Utilities and Water Authorities
Brown & Caldwell
City of Austin - Austin Energy (TX)
Colorado Springs Utilities
Guadalupe Brazos River Authority (TX)
New Braunfels Utilities (TX)
Orange County Utilities (FL)
Orange Water and Sewer District (NC)
San Miguel Electric Cooperative, Inc (TX)
Texas Municipal Power Agency (TX)
K-12 School Districts
Stafford County Public Schools (VA)
Prior to joining Segal, Ms. Powell served as an independent consultant working for private and
public sector organizations in a variety of industries including energy and oil, health care,
information services, defense, insurance, transportation, and higher education. Prior to
consulting, she served as the Supervisor of Compensation and EEO for a subsidiary of a
Fortune 500 company.
Education/Professional Designations
Ms. Powell attended West Texas A&M University in Canyon, Texas. She has been a Certified
Compensation Professional since 1990 and is an active member of WorldatWork and the North
Texas Compensation Association. She is also an active member of the Society for Human
Resource Management and the Dallas Human Resources Management Association.
Speeches and Published Works
Ms. Powell has co-authored articles in ICMKs The Municipal Year Book: "Salaries of Municipal
Officials, 2008";'Salaries of Municipal Officials, 2009;" and "Salaries of Municipal Officials,
2010.
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9p9323501979119.992 it Segal 21
Work Program
Step 1: Project Initiation
Initial Meeting
The first task of this project will be to meet, via video conference, with the City's Project Team
and any other key advisors to the project. The purpose of the meeting is to:
• Confirm the goals and objectives of the study
• Discuss the City's current compensation structures, as well as the reasons for this project
• Finalize the timeline and specific dates for deliverables
• Clarify Segal's and the City's roles in each project phase
• Establish parameters and protocols for keeping the Project Team updated and informed
• Identity data or information needed to support the overall assignment
This meeting will help identify a clear project strategy that will facilitate a smooth and effective
working relationship resulting in a successful outcome for the City.
Our Expectations of the City for this Step
For the initial meeting we ask the City to coordinate the schedules of those who will participate,
as well as provide a meeting room.
In addition, we ask that the City provide the following information in electronic format:
• Salary structures
• Current personnel policy documents
• Current organization charts
• Up-to-date job descriptions in Microsoft Word
• Current and accurate employee census data
WvM5019r9 9M irSegal 22
Step 2: Compensation (Salary and Benefits) Market
Assessment
We understand the City is requesting a compensation (salary and benefits) market assessment
with the following goals:
• Salary and benefits market study for up to 20 benchmarkjob titles, distributed to 12
comparison agencies
• Collection and analysis of salary market data to determine the City's competitive market
positon for pay
• Collection of peer employer contributions to health insurance, retirement formulas and
employee contributions
• Collection of peer employer paid time off benefits and anticipated cost of living adjustments
• Development of a final report that identifies the market median and the distance from the
median for City benchmark data
• Delivery of the report in final form, following preliminary review by City staff, no later than
September 18, 2020
To conduct a valid, reliable, and useful market study, we propose to take the following steps:
1. Develop a Market Study Methodology
2. Identify Benchmark Job Titles and Comparable Employers
3. Collect and Analyze the Market Data
4. Prepare and Deliver a Report to you Detailing our Findings
These steps are described in more detail below and on the following pages.
1. Develop a Study Methodology
We think that it is important for Segal and the Project Team to gain consensus on the overall
goals and strategy regarding total compensation, including the market study. We will work with
the City's Project Team to clarify and finalize the market study methodology.
Our goal is to have a common understanding of the various options for conducting the market
study, as well as an understanding of the implications on subsequent design of new salary
structures. This understanding will allow us to develop and conduct a market study that is
consistent with the City's compensation goals and will support the City's expectations.
For this project, we recommend conducting a custom -designed survey targeted to your public
sector peer employers:
• Custom surveys provide the most currently available data.
• Custom surveys allow you to target specific geographic markets, employers, and specific
jobs.
WIDM50/97WI91 z 7� Segal 23
Custom surveys allow you to collect information that is not usually available in published
data sources, such as scheduled salary ranges, pay supplements, compensation policies,
union status, benefits, etc.
2. Identify Benchmark Job Titles and Comparable Employers
We understand that this project covers approximately 20 job benchmarkjob titles
The next step will be to determine the comparable employers to include in the study. Typically,
these employers include public sector entities that are geographically proximate to the City and
are likely to have matching jobs. In addition, it might also include public sector employers
outside of the immediate commuting area, but that are similar to the City in terms of size, scope,
population, or other characteristics.
Naturally, we will discuss this list with the Project Team and make modifications as necessary.
For pricing purposes, we have assumed the custom market study will be distributed to up to 12
public sector entities.
3. Collect and Analyze the Market Data
We will also design a survey instrument for collecting the market information, which we typically
develop in MS Excel. The types of information we anticipate collecting through the survey
include:
• Benchmark job base pay ranges (minimum and maximum annual pay rates)
• Actual average pay rates
• Policies regarding adjustments to the pay schedule
• Paid time off accrual rates (vacation time, sick leave, and holidays)
• Prevalence, cost, and cost -sharing arrangements for medical plans and other benefits
(prescription drugs, dental, vision, etc.)
• Prevalence and costs associated with retirement programs
• Prevalence of supplemental benefits and perquisites (such as wellness programs, tuition
assistance, etc.)
We will also draft brief job summaries for each benchmark title based on currentjob descriptions
to assist the survey participants with matching jobs consistently and appropriately.
Once the Project Team has reviewed and approved the survey document, we will distribute it to
the approved group of comparable employers. We make many efforts to achieve the goal of
100% participation from each invited employer, yet we cannot guarantee that we will obtain
good data from each of the employers invited to participate and for all of the jobs requested.
Respondents will return completed surveys and supplementary materials directly to Segal. We
will review and validate each survey response for completeness and reasonability, and then
follow up with survey participants as necessary to clarity any incomplete or inconsistent
responses.
909M5v1M7W1.9V %Segal 24
Segal will desion a database to support our analysis that will become the property of the
City upon completion of this project for your future analyses.
We will then analyze the survey data to determine the City's market position relative to the
market average minimum, midpoint, and maximum pay rate for each benchmark job title. We
then compare these averages to the City's pay ranges to determine the market position for each
job title and occupational group. Based on industry standards that align with federal
antitrustfsafe harbor guidelines, benchmarks that receive less than five (5) total responses will
not be included in our final report.
To the extent that different employer groups or industry sectors are included in the study, we will
segment our findings accordingly. In addition, if applicable, we will geographically adjust market
data for respondents outside of the metro area, using current cost of labor differentials from ERI
Geographic Assessor.
Our report will include summary tables, such as the tables shown below.
EXAMPLE TABLE 1
CLIENT MARKET POSITION BY SECTOR —PAY ONLY
Client Pay Ranges as a Percent of the Market Average
Pay Range Minimum
Range Midpoint
PM Range Maximum
100%
95%
90%
Figures shown in red are below market gess than 95% of the market average)
Fgures shown in black within the market range (95% to 105%of the market average)
Fgmes shown in blue are above market (mare than 105%of the market average)
EXAMPLE TABLE 2
CLIENT MARKET POSITION BY DATA SOURCE —PAY ONLY
Client as a Percent of the Average
Public Sector Peer Employer
o
Matches
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
Peer Organization Name
46
97%
98%
99%
Peer Organization Name
55
100%
99%
99%
Peer Organization Name
57
102%
99%
97%
Peer Organization Name
58
116%
108%
102%
Peer Organization Name
59
97%
98%
98%
Peer Organization Name
48
124%
104%
93%
Peer Organization Name
56
101%
95%
90%
Peer Organization Name
30
113%
107%
103%
Peer Organizalion Name
54
90%
89%
88%
Peer Organization Name
46
121%
116%
112%
Peer Organization Name
48
90%
92%
92%
Peer Organization Name
39
108%
99%
95%
Overall
99%
94%
89%
9093za50U97900.902 T- Segal 25
EXAMPLE TABLE 3
CLIENT OVERALL MARKET POSITION -PAY ONLY
Client as a % of the
Overall Markel Average
Job Family and Benchmark Title
Nof
Matches
Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
Accounting/Finance/Business
Account Clerk ll
12
92%
88%
85%
Payroll Coordinator
12
113%
103%
96%
Senior Buyer
13
113%
110%
107%
Senior Financial Analyst
12
102%
97%
93%
Buildings and Facilities
Maintenance Mechanic II
13
94%
91%
88 h
Building Operations Supervisor
13
114%
110%
106%
Building Operations Manager
13
116%
109%
102Mo
Engineering
Senior Engineering Technician
11
102%
100%
98%
Senior Civil Engineer
12
96%
91%
87%
Engineering Services Manager
13
95%
88%
82%
Human Resources
Human Resources Assistant
13
95%
94%
92%
Human Resources Analyst
13
91%
87%
82%
Information Technology
Applications Analyst Programmer
14
90%
95%
98%
Senior Business Analyst
12
90%
97%
100%
Senior Network Analyst
13
89%
93%
96%
Principal Database Administrator
12
101%
100%
98%
Information Technology Manager
15
97%
89%
83%
Law Enforcement
Lieutenant
11
101%
99%
97%
Captain
11
105%
99%
9596
Legal
Senior Attorney
15
99%
86%
79%
Office Support
Administrative Assistant
13
99%
92%
87%
Office Services Coordinator
13
100%
96%
91%
9093 350/97909.902 itSegaI 26
In addition, our report will include detailed data showing each comparator's job match, salary range, and other information for each
benchmark title, as shown below.
EXAMPLE TABLE 4
APPENDIX B - DETAILED MARKET DATA (ADJUSTED)
Purchasing Specialist
Business Operations/Administrative
Respondent Matching Job Title
Minimum
Base Salary
Midpoint
Base Salary
Maximum
Base Salary
Average Salary
Custom Survey Data Sources
Peer#1 Buyer
$35,083
$43,854
$52,624
$46,566
Peer#2 HR Purchasing Specialist
$51,071
$66,521
$81970
$58,864
Peer#3 No Match
NA
NA
NA
NA
Poor#4 ProcurementSpecialist
$49,612
$73,912
$98.212
NA
Poor#5 Junior Procurement Officer
$47,923
$61,059
$74,194
$56.838
Poor#6 Purchasing Adminislralor
$43,139
$53,675
$64.210
$52.284
Poor#7 Purchasing Specialist
$43,449
$52,139
$%828
$56.228
Poor#8 Purchasing Agent
$44,116
$55,151
$66.185
$50,482
Poor#9 Senior Pumhassing Associate
$39,125
$48,911
$58.698
$49,698
Peer#10 Purchasing Specialist
$42,640
$56,587
$70.533
$52,291
Poor#11 Lead Purohasin0 Specialist
$38,792
$50,055
$61 318
$45,989
Peer#12 Project Purchaser
$44,582
$57,899
$71215
NA
Client
$35,048
$43,004
$50,960
$41,600
Custom Survey MarketAverage
$43,594
$56,342
$89.090
$52,138
Client as a% of Custom Survey MarketAvemge
80%
76%
74%
80%
Client
$35,048
543,004
$50,960
$41,600
Overall CompamtorMarketAverage
$43,594
$56,342
$69,090
$52,138
Client as a% of Overall Market Average
76%
74%
80%
Adjustment To Reach MarketAvemge
31%
36%
9093235v1197909902 Segal 27
Our report will also include tables showing each survey respondent's pay policies, benefit
offerings, and other information collected in the study, such as in the tables shown below.
EXAMPLE TABLE 5
VACATION ACCRUAL -PUBLIC SECTOR
Vacation Days Accrued per Year, after how many years of service
Public Sector
Peer Employer
1
10
15
20
25
Peer Name
10
125
15
20
25
25
27
Peer Name
12
17
22
27
27
32
32
Peer Name
13
16
19
22
25
28
31
Peer Name
10
15
20
25
30
30
35
Peer Name
10
15
19
25
30
30
30
Peer Name
10
15
20
20
25
25
25
Peer Name
12
14
17
20
23
23
23
Peer Name
12
15
15
21
21
21
21
Peer Name
10
15
15
20
20
20
20
Peer Name
10
15
20
25
30
30
30
Peer Name
10
15
20
20
25
25
25
Peer Name
12
15
20
22
25
25
25
MarketAvemge
10.9
15.0
18.5
22.3
25.5
26.2
27.0
Client
10
10
15
20
20
25
25
90932350M7909.902 Segal 28
EXAMPLE TABLE 6
PPO/POS PLAN MONTHLY COSTS
Employer $
Employee $
Employer %
Peer Employer
Single
Family
Single
Family
Single
Family
Peer Name
$485
$1,209
$508
$1,270
49%
49%
Peer Name
$708
$2,115
$85
$266
89%
89%
Peer Name
$609
$1,703
$41
$118
94%
94%
Peer Name
$623
$1,755
$0
$378
100%
82%
Peer Name
$611
$1346
$25
$150
96%
90%
Peer Name
$569
$1681
$145
$600
80%
74%
Peer Name
$600
$1044
$85
$485
88%
68%
Peer Name
$469
$1,457
$56
$170
89%
90%
Peer Name
$615
$1559
$63
$238
91%
87%
Peer Name
$863
$1401
$85
$170
91%
89%
Peer Name
$411
$1217
$72
$215
85%
85%
Average
$1,499
$106
$369
86%
81%
Client
Urns
$x,xor
$xx
$xx
xx%
xx%
Monthly casts have been munced to the nearest dollar
PPOIPOS = Prefenetl Pmvider Orgamnation or Point of Service Plan
999M5vlM79o9.902 ti Segal 29
EXAMPLE TABLE 7
DEFINED BENEFIT PLAN CONTRIBUTIONS -
PUBLIC SECTOR
Defined Benefit
Defined Contribution Plan
Deferred
Compensation Plan
Social Security Contribution
Survey
Participant
Employer
Normal
Cost
Contribution
EE
Contribution
Cost Picked
up by ER?
EE
Contribution
Employer
Contribution
Maximum
Match
Employer
Contribution
Maximum
Match
Contribute
to SS?
OSADI
Medicare
Total Employer
Contribution
Peer#1
4.10%
No
3.50%
3.00%
3.00%
Yes
6.20%
1.45%
17.75%
Peer#2
6.02%
No
9.00%
N/A
N/A
Yes
6.20%
1.45%
13.67%
Peer#3
4.88%
No
6.25%
N/A
N/A
Yes
6.20%
1.45%
12.53%
Peer#4
4.61%
No
5.00%
0.58%
2.50%
N/A
N/A
Yes
6.20%
1.45%
15.34%
Peer#5
13.10%
N/A
4.40%
1.00%
4.00%
N/A
N/A
Yes
6.20%
1.45%
25.75%
Peer#6
6.09%
No
3.00%
N/A
N/A
Yes
6.20%
1.45%
13.74%
Peer#7
1.61%
No
3.00%
1.00%
2.00%
N/A
N/A
Yes
6.20%
1.45%
12.26%
Peer#8
3.83%
No
6.75%
N/A
N/A
Yes
6.20%
1.45%
11.48%
Peer#9
2.66%
No
7.50%
N/A
N/A
Yes
6.20%
1.45%
10.31%
Peer#10
9.20%
No
3.50%
N/A
N/A
Yes
6.20%
1.45%
16.85%
Peer#11
4.48%
No
6.00%
N/A
N/A
Ves
6.20%
1.45%
12.13%
Peer#12
7.20%
No
3.00%
N/A
N/A
Yes
6.20%
1.45%
14.85%
Participant Average
14.72%
Client
6.440/.
No
5.00%
Yes
6.20%
1.45%
14.09%
90932a 119799s 9D2 i�SegoI 30
6. Prepare a Report of Our Findings
Once all data have been collected, reviewed, and analyzed, we will prepare a report detailing
our methodology and findings. The report will include at least the following items:
• An Executive Summary, briefly describing our key findings
• A description of the study objectives and methodology
• The City's competitive market position for pay, applicable to each benchmark job title and
job family
• The prevailing policies regarding pay progression, supplemental pay, and other
compensation -related practices collected in the survey
• Appendices showing detailed information collected for the market study
Our Expectations of the City for this Step
City's Project Team Role
1_
Develop Compensation Strategy and Market Study
• Meet with Segal staff, provide direction on strategy and methodology
Methodology
2_
Identify Benchmark Jobs
• Review and approve list of benchmarks
3_
Identify Comparable Employers
• Review and approve list of comparators
4_
Collect and Analyze the Market Data
• Review and approve survey document
• Assist contacting survey recipients, if necessary
• Complete survey on behalf of the City
• Review draft market data and pumvide comments
5_
Prepare and Deliver Report
• Review draft report, provide feedback, and approve final report
9093235v1m7900.902 it Segal 31
Step 3: Present Final Results to the City
We anticipate presenting the final results to City Council. While it is difficult to anticipate at this
time the exact nature of this presentation, our price proposal assumes we will develop and
deliver one on -site presentation that will contain at least the following elements:
• Background and reasons for the project
• Objectives and goals of the project
• Methodology used to conduct our analysis
• Key findings and outcomes
• Our recommendations, including potential implications of those recommendations
We will draft the presentation for the Project Team's review, and then will finalize the document
based on your comments and input. We anticipate that a senior member of Segal' Team will
deliver the presentation, in conjunction with a senior member of the City's Project Team.
Project Timeline
Segal is available to begin this project upon award of contract and understands the final report
needs to be presented no later than September 16, 2020. Our proposed timeline below and
specific project deliverables will be finalized with the City's Project Team during Step 1: Project
Initiation.
Please note: Segal is unable to begin any project without a signed contract from the City.
ANTICIPATED TIMELINE IN MONTHS
9003235vtWs00.902 Segal 32
Cost Proposal
Segal is fully aware of the sensitivity of budget allocations for public sector employers. We
believe that you will find our approach focused toward achieving the City's objectives in the
most cost-effective manner consistent with quality, accuracy, and timeliness.
Step 1: Project Initiation
Assumes we will meet via video -conference with the City's Project Team and conduct stakeholder
interviews, as well as time associated with learning about the City's current compensation structures,
policies, and practices.
Step 2: Compensation (Salary and Benefits) Market Assessment
Assumes the following:
• Develop a customized compensation (salary and benefits) market survey document with up to 20
benchmark job titles, to be distributed to no more than 12 public sector peer employers
• One draft and one final report of the market study findings
Step 3: Present Final Results
Assumes we develop and deliver one presentation, either on -site or via video conference, to City
Council
TOTAL FIXED FEE Anticipated Number of Hours: 100 $24,495
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.
Travel expenses for meetings scheduled less than one week in advance will be charged
additionally. If a scheduled meeting is cancelled by the client, any non-refundable travel
expenses will be billed to the client at cost.
To the extent our proposed scope and fees differ from your needs or the level of effort described
in other proposals you may receive, Segal is prepared to discuss alternatives to the fees
stipulated in our proposal.
Our proposed fee assumes only the services and on -site meetings described in the proposal.
Should the City request additional services or additional on -site meetings, we would charge the
hourly rates shown below, as well as for the time and expenses associated with travel.
ff Member
Ruth Ann Eledge
Title/Role 0 Hourly Rate
Vice President, Senior Consultant, Project Manager $395
Lauralee Adams
Senior Associate $285
Joyce C. Powell
Senior Associate $285
WgM50Wgo 9M Segal 33
Preferred Payment Information
For your convenience, invoices can be paid by check or wire transfer. Please see the following
information included below.
By Check
By Wire Transfer
JP MORGAN/CHASE BANK
P. O. Box 4070
Acct Name: THE SEGAL COMPANY
Church Street Station
(WESTERNSTATES) INC.
New York, NY 10261-4070
Acct Type: CHECKING
Acct#: 1440-74105
ABA #: 021000021
Please return a copy of this Remittance
Advice with your check to assist us in
Please reference client name and invoice.
crediting your account.
WgM5v,19]9 9n2 irSegal
Exceptions to Terms and
Conditions
Segal reserves the right to negotiate mutually agreeable terms and conditions of any contract
awarded to it pursuant to this RFP. Segal's typical points of negotiation include:
i) Ownership of Deliverables: To ensure client -ownership and full use of the deliverables,
while retaining for Segal its right to its proprietary software, tools, techniques, consulting
methodologies and report formats.
ii) Insurance: To reflect the scope and applicability of coverages maintained by Segal.
iii) Indemnification: To reflect an appropriate trigger before Segal's indemnification
obligations apply (e.g., a determination that claims, damages, costs and expenses
resulted from Segal's willful misconduct or negligence).
iv) Data Security: To reflect the industry standard protections that Segal employs around
data security.
W932350M]r o9.9M irSegal 35