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Home My WebLink About1996 02 12 Consent Item E " COMMISSION AGENDA ITEM E REGULAR CONSENT X INFORMATIONAL FEBRUARY 12. 1996 Meeting MGR~~~~~~~ REQUEST: General Services Department - Requesting approval of proposal by Cody and Associates to provide annual update of salary survey for the City of Winter Springs. PURPOSE: The purpose of this Board item is to provide the City of Winter Springs with updated salary information for Fiscal Year 1996/97 in accordance with the Cody Pay Study adopted by the City effective October 1, 1994, CONSIDERA nONS: This item is needed to update the City pay scale in order to be competitive within the geographic area. The City Commission adopted the Cody Pay Study effective October 1, 1994. Cody recommended in 1994 that the City conduct a salary survey annually and make salary adjustments accordingly. ISSUE ANALYSIS: A. Anticipated Consequences: This item could result in an impact on the City's salary costs in Fiscal Year 1997. However, this cannot be determined until the study is complete, and additional cost would have to be approved by the City Commission as part of the Fiscal Year 1997 Budget process, -. February 12, 1996 AGENDA ITEM NUMBER E Page 2 FUNDING: 1. $3,500.00 will be budgeted from account number (Contingency Fund), 2, This expense will occur within sixty (60) days of approval of this Board item. RECOMMENDATION: I. That the City approve the request to award the salary study for Fiscal year 1996 to Cody and Associates, Inc. 2. Recommended Funding: $3,500.00 from Contingency Fund account No. 1900-56910. IMPLEMENTATION SCHEDULE: 1. This study will be completed within sixty (60) days from date of award. A TTAcHlVIENTS: I. Cody Proposal 2. Excerpt from original proposal. COMMISSION ACTION: . - . 2. The Price Index does not reflect differences in market value of various jobs. 3. The salary levels of local occupations may be changing in a different direction and rate from the Price Index. 4. If the City is tied to the "Cost of Living" for setting salaries, you may not be economically able to meet this level in the future without increasing revenue and/or reduction in services. We recommend that the City conduct a wage and salary survey annually, review the "Cost of Livinq" figures and other data and make salary range adiustments based on the overall analysis. It may be possible to keep the minimum salaries at the same level for several years if the minimum continues to attract qualified applications. Why create unnecessary costs by inflating hiring rates above the local labor market? If the City finds that the hiring rates are unrealistic, they should adjust them to meet competition. Any wage survey made in the labor market at a given date will reflect the "going rate" for a particular job and any changes the participants have made including those given for "Cost of Living" or other salary level adjustments. 25 2. The Price Index does not reflect differences in market value of various jobs. 3. The salary levels of local occupations may be changing in a different direction and rate from the Price Index. 4. If the City is tied to the "Cost of Living" for setting salaries, you may not be economically able to meet this level in the future without increasing revenue and/or reduction in services. We recommend that the City conduct a waqe and salary survey annually, review the "Cost of Livinq" fiqures and other data and make salary range adjustments based on the overall analysis. It may be possible to keep the minimum salaries at the same level for several years if the minimum continues to attract qualified applications. Why create unnecessary costs by inflating hiring rates above the local labor market? If the City finds that the hiring rates are unrealistic, they should adjust them to meet competition. Any wage survey made in the labor market at a given date will reflect the "going rate" for a particular job and any changes the participants have made including those given for "Cost of Living" or other salary level adjustments. 25 .-i PROPOSAL FOR A SALARY STUDY CITY OF WINTER SPRINGS JANUARY, 1996 Cody & cII~~ociatE.~, [Inc. MANAGEMENf CONSULTANTS Cod!:} & c111.1.ociatE.1., .one. MANAGEMENT CONSuLTANTS 305 Jack Drive Cocoa Beach, FL 32931 (407) 783-3720 January 5, 1996 Mr. Ronald McLemore City Manager City of Winter Springs 1126 East State Road 434 Winter Springs, FL 32708 Dear Mr. McLemore: Cody & Associates, Inc. is pleased to submit a proposal to conduct a Salary Study for the City of Winter Springs. The approach to the project and detailed work plan is included in this proposal. We understand that scope of services requested and the assistance you require in the design of the survey. Cody & Associates, Inc. is well qualified to perform this project because of our experi- ence in conducting similar studies for many governmental clients. We also understand your local and regional labor market as well as statewide trends in compensation and job analysis systems. Our firm has a reputation as a company which provides a personalized consulting service to our clients and Cody & Associates, Inc. takes pride in the quality of in-depth work we perform. Consulting assistance will also be provided during the implementa- tion and after the final product is delivered to the City. Thank you for the opportunity to assist the City in this Study. We look forward to discussing our proposal with you and the City staff in greater detail. Sincerely I N. E. Pellegrino Senior Partner - - Section - - - - - II. ...... -- III. .... ~ PROPOSAL FOR A SALARY STUDY FOR THE CITY OF WINTER SPRINGS Table of Conlenls LETIER OF TRANSMITI AL SALARY STUDY ..................................... A. COMPENSATION STUDY/MARKET PRICING. . . . . . . . . . . . . . 8. INTERPRETATION OF SALARY DATA .................. C. DEVELOPMENT OF PAY GRADES AND SALARY STRUCTURE . D. PREPARATION OF REPORT ......................... E. CONSULTANT'S WORK PRODUCT REQUIREMENTS ........ F. IMPLEMENTATION AND FOLLOW-UP ASSISTANCE ........ TENTATIVE TIME SCHEDULE ............................ FEE SCHEDULE . . . . . . . . . . . . . . , . . . . . . . . . . . . . . . . . . . . . . Page 1 1 2 2 3 3 4 5 6 ~ I SALARY STUDY A. COMPENSA TION STUDY/MARKET PRICING The objective of this survey will be to determine what must be provided in terms of salaries in order to be competitive with other employers recruiting in your labor market. 1. The Consultant will have a meeting with the designated City's staff to discuss the approach, methodology of the Study and the City's over all salary and benefits philosophy. 2. The Consultant will select "benchmark" classes from the classification plan to utilized in the salary survey. These jobs will represent a cross- section of occupations and pay levels within the pay system. The benchmarks will include those occupations which can be accurately compared with other employers included in the survey. 3. In cooperation with City staff, the relevant labor market to be surveyed will be identified. Some positions may be recruited in the local operating area and will be surveyed in the region. Jobs which are recruited on a regional or statewide basis will be identified and data collected from the appropriate employers. Cody & Associatn, Inc. 1 4. Cody & Associates, Inc. will compile a list of salary survey participants. The Consultant will organize any required mailing to statewide or regional employers, includir:Jg the initial contact with participants and mailing of any survey instrument utilized. The survey methods include a description of the job being surveyed and does not rely primarily on job titles. 5. The Consultant will include in the salary survey the current and proposed minimums and maximums as well as the accurate actual salary levels for comparable classifications. B. INTERPRETATION OF SALARY DATA This is the most important step in the salary plan design. Since the Consultant works with similar employers in all regions of the State and has conducted several similar studies for many governmental agencies, Cody & Associates, Inc. understands what jobs are comparable, regardless of titles assigned. The Consultant will provide a report showing comparisons of salary data and various statistical analysis of the information compiled. After analysis and interpretation of the salary survey the information will be reviewed with the City staff. C. DEVELOPMENT OF PA Y GRADES AND SALARY STRUCTURE 1 . Based on the analysis of the salary survey data, Cody & Associates, Inc. will design a salary plan for all City jobs. This step will transform the data from the salary survey into specific salary ranges that progress in a regular manner across all levels. Cod] &: ~ Inc. 2 2. Salary compression and other pay related problems will be addressed during this step. Recommendations will be developed to alleviate these conditions. 3. The Consultant will review the tentative salary ranges and pay grade assignments with the City staff. D. PREPARA TION OF REPORT Cody & Associates, Inc. will prepare and present a report which will include all the details of the project. The final products will include: 1 . Detailed discussion of the methodology used in the Study and resulting findings. 2. Compensation plan. 3. Implementation methods and timetable. E. CONSULTANT'S WORK PRODUCT REQUIREMENTS The Consultant will require access to the following: 1. Organizational Charts. 2. Personnel Policies and Procedures. 3. Current pay plan. 4. Other pertinent policies, procedures, ordinance, etc. impacting the Study. Cody & A.aociata, lilt:.. 3 F. IMPLEMENT A TION AND FOllOW-UP ASSISTANCE 1. Cody & Associates, Inc. will assist the City during the implementation phase and answer any questions that arise after completion of the project. 2. Cody & Associates, Inc. will have the Project Manager available to answer any questions and provide any assistance for a twelve (12) month period concerning recommendations resulting from the project. Cody & As.socUua, Inc. 4 01 FEE SCHEDULE The total cost for this Salary Study would be Three Thousand Five Hundred Dollars ($3,500.00) . This cost includes all fees and expenses for the Study. ad)' & A-annt_. lnc.. 6