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HomeMy WebLinkAbout1988 CC RESO 15,784RESOLUTION NO. 15784 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NATIONAL CITY AUTHORIZING THE CITY MANAGER TO EXECUTE AN AGREEMENT WITH COMP PLUS FOR COMP PLUS TO PERFORM A SURVEY OF POLICE BENEFITS AND WORKING CONDITIONS, AND AUTHORIZING A TRANSFER OF FUNDS TO MEET NECESSARY BUDGET REQUIREMENTS WHEREAS, the City of National City has published a request for proposals to perform a survey of Police benefits and working conditions; and WHEREAS, based upon review of all proposals to perform such services, it was determined that Comp Plus is the lowest responsive bidder. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of National City hereby awards a contract for Survey of Police Benefits and Working Conditions to: COMP PLUS, a Division of William Hamilton & Associates BE IT FURTHER RESOLVED that the City Manager is hereby authorized to execute on behalf of the City, a contract between COMP PLUS and the City of National City to perform this survey consistent with the request for proposals published by the City. BE IT FURTHER RESOLVED by the City Council of the City of National City that it hereby authorizes and directs the following transfer of funds be made in order to meet necessary budget requirements: AMOUNT: $5,950.00 FROM: 001-2411 Unappropriated Reserves TO: 001-411-000-299 Police Operations -Contract Services PASSED and ADOPTED this 15th day of November, 1988. ATTEST: Ion Campbell, CitI Clerk APPROVED AS TO FORM: GEORGE/ . WATERS, Mayor George H. Eiser, III, City Attorney PROPOSAL FOR CITY OF NATIONAL CITY SURVEY OF POLICE BENEFITS AND WORKING CONDITIONS October 14, 1988 Cp TABLE OF CONTENTS PAGE I. INTRODUCING COMP PLUS 1 II. FIRM REFERENCES 2 III. PROJECT TEAM 4 IV. WORK PLAN AND METHODOLOGY 6 A. Project Understanding 6 B. Working Program 6 1. Scope 6 2. Objectives 7 3. Process 7 C. Project Report 8 V. PROJECT TIMELINE 9 VI. GENERAL ADMINISTRATION AND CONDITIONS 10 Cp I. INTRODUCING COMP PLUS Cp I. INTRODUCING COMP PLUS The Firm Comp Plus is a newly formed subsidiary of William Hamilton & Associates, a management consulting firm which is dedicated to the improvement of public services through the effective management of personnel resources. We build on existing client strengths by integrating our efforts with the goals and objectives of each organization. As a result, we have gained a reputation for providing custom -designed programs for a broad array of clients: over 300 cities, counties, school districts, special districts, and quasi -public entities throughout the western United States. Our consulting services within the fields of organization and management, personnel administration, and productivity improvement are provided on a project or continuing contractual basis. One of the features of our firm that enables us to tailor our services so well is the diverse experience and educational backgrounds of our associates. Comp Plus is represented by associates who come from all over the country with educations in business, public administration, planning, economics, law, and the sciences. Their backgrounds include exposure to both public and private sector firms, from major corpora- tions to small local governments. This diversity allows a problem or project to be evaluated and solutions identified based on examination from many different perspectives. Thus, the prospect that an effective and successful program can be designed to match a client's needs is virtually assured. Comp Plus is especially well-equipped to meet the needs of the City of Nation City. The project contemplated by the City is the type that Comp Plus was created to address. Position classification and compensation studies are the firm's area of specialization. We fully recognize the value to an organization in a position classification and pay plan which appropriately address the needs of both management and employees. Our extensive involvement with classification and compensation programs and issues have armed the firm with an extensive collection of resources which will allow us to more than adequately respond to the City's needs. Cp II. FIRM REFERENCES Cp II. FIRM REFERENCES The following is a representative list of clients for whom we have conducted studies similar to the one requested by the City. Additional references will be provided on request. David Carmany, City Manager City of Agoura Hills (818) 889-9114 Kevin Murphy, City Manager City of Alhambra (818) 570-5014 Richard Rowe, City Manager City of Chino (714) 627-7577 Bridgette Distlerath, Assistant to the City Manager City of Claremont (714) 624-4531 Peggy Madsen, Personnel Director City of Colton (714) 370-5063 Theron Nelson, Personnel Director City of Concord (415) 671-3000 Fred Weiner, Assistant to the City Manager City of El Segundo (213) 322-4531 Thomas Pratt, Personnel Director City of Fremont (415) 791-4203 James M. Evans, City Manager City of Glendora (818) 914-8210 Janice E. Wiess, Director of Personnel City of Henderson, Nevada (702) 565-2070 D. J. Collins, General Manager Hesperia Water District (619) 244-6154 Karl Kemp, General Manager Mesa Consolidated Water District (714) 631-1200 Richard Dippner, General Manager Mission Springs Water District (619) 329-6448 Joe Goeden, City Administrator City of Montebello (213) 725-1200 - 2 Cp Pat Andrews, Personnel Officer City of Norwalk (213) 929-2677 Carl Hatfield, City Manager City of Rancho Mirage (619) 324-4511 Pam Nikoli, Assistant City Manager City of San Rafael (415) 456-1112 Mary Ann Reiss, Personnel Director City of Upland (714) 982-1352 Jane Herran, Personnel Director Scott Duncan, Assistant City City of San Fernando Manager (818) 365-2541 City of Victorville (714) 245-3411 Bob Clute, City Administrator City of San Gabriel (213) 308-2800 Myra Fry, Personnel Director City of West Covina (818) 962-8631 Cp III. PROJECT TEAM Cp III. PROJECT TEAM Comp Plus has assembled a team of experienced analysts to conduct the classification and compensation study requested by the City. A brief resume for each of the project members follows: Buford Nichols During Nick's 20+ year career, he has served as a Management Consultant, Assistant City Manager, Personnel Director, Administrative Assistant, and Personnel Analyst. He has personally conducted or supervised position classification and salary studies encompassing over 50,000 positions in a variety of public and private agencies, including special districts, cities, counties, school districts, and regional planning. agencies. These studies involved the application of modern position classification and pay methods, including whole job and point systems. Nick has a master's degree in public administration. Marta Rebella An accomplished personnel professional, Marta's background includes over seven years of experience with the County of Orange in the conduct of classification and compensation studies. Marta participated in adminis- tration of the Orange County Cooperative Salary Survey, a survey involving over 100 private and public employees. She also directed the County recruitment and selection program and conducted special studies for the Board of Supervisors. As a line manager over a major division of the Health Care Agency, she supervised in excess of 100 employees with an operating budget of 3 million +. Since joining the firm, Marta has conducted classification and compensation studies for a variety of public agencies. Marta has a bachelor's degree in sociology and has attended numerous training programs involving the field ct persci.:,ei administration. Karen Verney Karen's background includes ten years of diverse consulting, managerial and administrative experience with public and private sector organiza- tions. She has developed, conducted, or administered a variety of compensation and benefits, performance appraisal, employee communica- tions, and recruitment/selection programs. Since joining the firm, Karen has conducted and participated in classification and compensation - 4 - Cp studies for public agency clients. Karen received her bachelor's degree in Industrial Management, and is affiliated with the American Society of Personnel Administration and the American Compensation Association. Phil Gardiol Phil has over eighteen years of consulting experience with private and public sector organizations. He has served as a guest faculty member at USG and Cal State, Los Angeles, in the schools of management and business. Phil has developed a number of successful performance improvement programs in both clerical and manufacturing environments. Under his direction, a consulting group employed by a major insurance company installed a series of programs designed to improve manual systems. These programs produced work measurement, methods improvement, and incentive systems for 2,800 employees. Phil's approach includes a high degree of management involvement as well as the development of skills that enable clients to effectively monitor and maintain programs on an ongoing basis. - 5 Cp IV. WORK PLAN AND METHODOLOGY Cp IV. WORK PLAN AND METHODOLOGY A. Project Understanding Apparently the City and NCPOA were unable to arrive at a Memorandum of Understanding during the meet and confer process held earlier this year. In the absence of agreement, the City Council unilater- ally implemented certain changes in salaries and benefits. Since that time, discussions have been held between the City and Associa- tion in the interest of resolving concerns regarding supplemental (fringe) benefits and working conditions. There is a question as to whether the City's program favorably compares with those of other law enforcement agencies in San Diego County. The City is interested in obtaining professional consulting services to conduct a comprehensive benefits and working conditions survey for the following classes: Police Lieutenant, Police Sergeant, Police Officer, Dispatcher Matron, and Animal Control Officer. The survey is to include 8 police departments and the San Diego Sheriff's Department. Items to be surveyed include essentially all benefits and working conditions common to the represented occupa- tional fields. The consultant is to develop the survey collection document, conduct the survey, and provide a summary of the benefits and prevailing practices or working conditions. Of singular importance to the City is the accuracy of the survey and its acceptance as being legitimate by both the City and NCPOA. To this end Study processes are to provide for input by the NCPOA on survey procedures, informative sessions with representatives of NCPOA, and a review of survey results with the Association. B. Working Program 1. Scope We propose to conduct a survey of City designated benefits and working conditions which apply to classes represented by the NCPOA. Eight police departments and the San Diego Sheriff's Department will constitute the survey agencies. - 6 Cp 2. Objectives a. Recommend for City and NCPOA approval the benefits and working conditions to be surveyed. b. Conduct a benefits and working conditions survey which results in a data base which can be relied upon as correctly reflecting practices in the survey agencies. c. Present a survey data analysis summary/analysis on each survey class. 3. Process a. Meet with representative(s) from the City and NCPOA to review study objectives, methods, principles, and the role of management/employees in the project. This step is designed to ensure a full understanding of study objectives by all parties and to ensure that the approach taken fully address the City's needs and desires. b. Compile and review information on the classes to be surveyed and related policies, procedures, rules, benefits, and working conditions. c. Conduct a review of the City's Police Department including functions, number and type of personnel, budget, organiza- tion, work processes and work flow, procedures, and manage- ment policies. d. Interview representatives of the City and NCPOA to define problem areas and promote involvement in the Study. e. Identify for approval the benefits and working conditions to be surveyed and review the selected benefits and working conditions with representatives from the City and NCPOA. f. Review proposed formats for the presentation of benefits and working conditions data with the City. This step is designed to ensure that the Study will result in the City/ - 7 Cp NCPOA obtaining such information as may be relevant to its consideration of police benefits and working conditions. g. Conduct a survey of agency benefits and working conditions. The surveys will involve on -site visits and telephone contacts with survey agency personnel to ensure accurate class comparisons and an understanding of relevant programs. Comparisons will be made on the basis of duties and respons- ibilities of positions rather than simple matching of titles and/or organizational level. This method will ensure that reported benefits and working conditions accurately reflect market conditions for the positions surveyed. h. Present benefits and working conditions data gathered during the compensation survey for the City in the format desired by the City. C. Project Report We propose to submit a Project Report that will describe overall project activities and findings. The report will include, but not be limited to, the following: 1. A narrative explaining study principles, procedures, con- clusions, and recommendations. 2. A summary of the activities included in the study. 3. A statement of the problems identified as a result of the study with recommendations for addressing such problems. 4. Benefits and working conditions survey data sheets for the specified police classes. - 8 Cp V. PROJECT TIMELINE Cp TASKS ORIENTATION V. PROJECT TIMELINE - Meet with representatives from City and NCPOA to review Study. SURVEY - Determine benefits and working conditions. - Review survey benefits and working conditions with representatives from the City and NCPOA. - Request survey data, conduct survey - Compile benefits and working conditions data. - Review data with City and NCPOA. - Address City/NCPOA concerns. PROJECT REPORTS - Submit preliminary report - Address necessary revisions for the final report - Prepare and submit the project report MONTH NOV. DEC. JAN. 9 Cp VI. GENERAL ADMINISTRATION AND CONDITIONS Cp VI. GENERAL ADMINISTRATION AND CONDITIONS Comp Plus, hereinafter referred to as Consultant, shall: 1. Provide forms, recommend processes, and assist in disseminating information pertinent to the study. 2. Participate in meetings with management and employee organiza- tion representatives to review study processes, findings, and recommendations. 3. Accomplish the preceding as Consultants reporting directly to such representative(s) each City may direct. 4. Start the herein described study within ten (10) days after notification of proposal approval. The Final Project Report will be submitted to the City on or before January 15, 1989, assuming project initiation on or before November 1, 1988. 5. Rely upon City assistance only to the extent of arranging and scheduling interviews and group meetings with employee organiza- tion representatives and/or management; making all necessary records available; encouraging expeditious decisions on matters affecting the conduct of the project. 6. Conduct the Survey_ described herein for a total fee of $3,950.00. The fee will be due and payable in three (3) equal installments: the first upon initiation of the study, the second after thirty - days, and the final installment upon delivery of the Final Project Report. - 10 - Cp 41. We are extremely pleased at the prospect of being of service to the City of National City. If the City is receptive to the proposal as outlined herein, the signature below of an authorized representative will suffice as authorization for us to proceed with the study. COMP PLUS Bu �%rd N' hols Pr•sident lc 10-14-88 NTNL-CTY.PRP CITY OF NATIONAL CITY By. Title Date Cp