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REV: 08-22-25 MI <br />o After the City’s questions/concerns are addressed and discussed, <br />generate and provide final reports. <br />Presentation to the City Council: <br />o Complete presentations to the City Council, if needed. <br />Draft Compensation Findings and Meeting with Project Team: <br />o Distribute draft findings to the City. <br />o After the City’s preliminary review, meet with the project team and <br />various stakeholders to clarify data, receive requests for reanalysis <br />of certain comparators; and answer questions and address <br />concerns. <br />o Provide an opportunity for the project team and other stakeholders <br />to review and question any of the recommended benchmark <br />comparator matches. <br />o If questions arise, conduct follow-up analysis to reconfirm original <br />analysis and/or make corrections if needed. <br />General Consultation and Advisory Services: <br />o Support implementation of classification and compensation <br />recommendations. <br />o Advise on career ladders, job families, and classification structures <br />to enhance employee retention and development. <br />o Provide guidance on pay equity, wage compaction, and public <br />sector compensation best practices. <br />o Provide training for City staff on classification and compensation <br />principles as needed. <br />3. Classification Services: <br />Review and analyze specified job classifications and recommend <br />necessary updates. <br />Develop and distribute position description questionnaires and conduct job <br />audits. Develop a questionnaire template for the City. <br />Ensure classification structures align with industry standards, career <br />progression, and organizational needs. <br />Confirm compliance with legal requirements, such as the Fair Labor <br />Standards Act (FLSA), Americans with Disabilities Act (ADA), California Fair <br />Housing and Employment Act (FEHA), and other applicable laws. <br />4. General Compensation Services: <br />Conduct salary and compensation surveys using comparable public sector <br />agencies. <br />Assess varied compensation factors, including incentives, certification <br />pay, and benefits. <br />Analyze internal salary relationships and recommend equitable and <br />competitive salary structures. <br />Provide a clear methodology for identifying benchmark classifications <br />ATTY/AGR.2025.220/CPS HR Consulting (Classification and Compensation Services) (Page 14 of 15)