05-29-2018 Council Packet - Laserfiche WebLink

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PROJECT OUTLINE AND TIMELINE Proposed Schedule For most cities it is very important to work with a firm that has a clear implementation process that will ensure that the project is completed on time. AEMWS has provided our detailed implementation plan Appendix C of the proposal that outlines exactly how we will ensure a smooth implementation. AEMWS has update meetings with the City Management team proposed in the implementation plan. These meetings will be designed to provide updates, solicit comments, review progress and address any challenges. The schedule identifies a completion date of 90 days following the project start date, depending on the City's internal timelines. Approach and Scope of Work The following information outlines the approach we will take for the project and the overall scope of work. Introduction and Project Orientation The first step to this project is to review and analyze data provided by the City. This includes the existing job descriptions and compensation system, union contracts and any other data the City has available. After this review, we will meet with the City management team to discuss overall project expectations, outcomes and timelines. We believe it is important to hold a kickoff meeting with the City management team. This meeting may be held by a conference call or in person, depending on availability of all involved. The purpose of the kickoff meeting is to share the steps in the process for the compensation study, and outline expectations of the City as well for the overall project. This is also an opportunity for the City management team to ask for clarification on the project and address any questions they may have. Limited Position classification, ranking, grades and evaluation Using the existing job descriptions and pointing methodology, we will evaluate and reassign position point values, using the existing point assignment methodology, for the specifically identified positions (listed below). In addition, we will complete a full wage/labor market survey and utilize the Minnesota Local Government Salary and Benefit Survey put out by the League of Minnesota Cities to do a comparative compensation analysis. This analysis will also include recommendations for maintaining marketable wage scales into future years as well as best practices for managing multiple union and non-union scales. Positions to be Reviewed & Re -pointed: Management Assistant Police Chief Deputy Police Chief Police Sergeant Police Officer Community Service Officer Planning Assistant Municipal Services Support Representative Develop Formal Position Review Request Process In an effort to ensure consistent and unbiased position evaluation, point assignment, and step/grade scale placement, as well as providing structure to the request process, we will work with City management to develop and implement a formal employee request process and procedure for future position review and re -pointing requests. This recommendation will also include suggested timelines and processes for ongoing review to ensure that all positions are regularly evaluated and updated. Final documents All documents will be reviewed with the City Management team in draft format before finalization and distribution. Once approved by the City Management team, a presentation will be given to City Council. Final documents include compensation analysis, overall methodology utilized in the project, data outputs and presentations. City Expectations As part of the Compensation Analysis, the City agrees to: • Devote uninterrupted time to working with us as needed • Make candid representations about your plans and expectations • Make all management decisions and perform all management functions • Provide an individual responsible to review and accept our work People +Wocess. Goiil B nd th,! -g- NLunbers