Agmt25 Cooperative Personnel Services dba CPS HR Consulting

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REV: 08-22-25 MI Analysis and Preliminary Data Review: o Enter data into spreadsheet format designed for ease of interpretation and use. o Present information in a format that will identify the comparator positions used for each class comparison. o Calculate information based upon average and median figures, allowing the City to make informed compensation decisions. Draft Compensation Findings and Meeting with Project Team: o Distribute draft findings to the City. o After the City’s preliminary review, meet with the project team and various stakeholders to clarify data, receive requests for reanalysis of certain comparators; and answer questions and address concerns. o Provide an opportunity for the project team and other stakeholders to review and question any of the recommended benchmark comparator matches. o If questions arise, conduct follow-up analysis to reconfirm original analysis and/or make corrections as needed. Internal Job Analysis: o Determine internal equity for both market driven and non- benchmarked positions. o Develop internal position hierarchy based on the “whole position” classification methodology including education, experience, problem solving/ingenuity, independence of action/responsibility, contacts with others, supervision exercised, and consequence of action/decisions. o Make recommendations regarding vertical salary differentials across the organization. Compensation Structure Development: o Review and make recommendations regarding internal alignment and salary structure within which classifications are allocated, based upon the City’s preferred compensation model. o Upon request, draft Internal Relationship Analysis (IRA) documents memorializing all departments and positions, class concept, benchmarks and any internal relationships/ties. o Discuss draft recommendations with Human Resources personnel prior to developing Interim Report. Preparation of Draft Report and Final Report and Deliverables: o Complete Draft Report and submit to the City for review, comment, and recommendations, including detailed compensation findings and recommendations; proposed salary structure, and implementation issues; methodology for continued implementation and maintenance of plan. ATTY/AGR.2025.220/CPS HR Consulting (Classification and Compensation Services) (Page 13 of 15)