Service Solicited - 2022 - Ameriben Human Resource Consulting - Compensation Analysis Proposal f1 1. AmeriBen
HUMAN RESOURCE CONSULTING
"Changing lives by developing great leaders in family, business, community, and the world."
Compensation Analysis Proposal
City of Eagle
June 27, 2022
Background
AmeriBen has been providing Human Resource Consulting services,which includes
providing advice about compensation plan design and best practice salary administration,
since 1958. In May 2019, BDPA, Inc. sold their consulting practice (which was primarily
providing compensation plan design, best practice salary administration, and external
salary reviews for Cities and Counties in the Pacific Northwest) to AmeriBen. Since 2019,
AmeriBen has worked closely with BDPA principals,Andrea Fogleman and Bonnie Brazier,
who have over 50 years of combined experience in developing and administering
compensation plans.
The Mercer Group assisted the City of Eagle to establish a viable classification system that
establishes internal equity of organization positions and to develop a compensation plan
based on market rates in 2019.
In 2022,AmeriBen has been providing advice to the City of Eagle about compensation
issues and assisting with revising job descriptions.
Tracy Osborn, City Clerk/Deputy Treasurer has asked AmeriBen to conduct an Internal
Equity Review of the approximately 66 positions at the City of Eagle and their relative
placement on the City of Eagle's Grades and Range/Kinds and Levels chart, perform an
External Market Competitiveness Review of these positions, and provide recommendations
to the organization's leadership regarding compensation administration.
Scope
Internal Equity Review/Job Valuation:
The City of Eagle will provide AmeriBen with the job descriptions electronically. AmeriBen
will analyze the job descriptions and share observations with the City Clerk/Deputy
Treasurer and other leaders regarding duties and accuracy of job titles, as well as FLSA
classification.
The City of Eagle has agreed to a separate project which includes verifying the job
descriptions with incumbents or reformatting the job descriptions. This compensation
project is dependent upon the completion of the job description project.
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AmeriBen PO Box 7186 Boise, ID 83707 Resource Center Hotline 888.716.4482 hrc.ameriben.com
The Equal Pay Act requires that jobs of equal value should be paid equitably.To determine
the"value"of a job,the Equal Pay Act requires consideration of a position's scope of
responsibility,level of effort,skill,and working conditions.AmeriBen will apply these four
factors and others to determine a position's worth to the organization. Each position is
evaluated as if it were vacant; this process does not consider individual employee
qualifications,skills, or performance.
AmeriBen will ask the organization to provide direction on the job valuation process.We
will discuss and determine if the organization wants to continue with the existing
methodology and process or if the organization wants to adopt the methodology that has
been adopted by many comparable organizations.
Both methodologies would include:
• aligning jobs into levels in compliance with the Equal Pay Act and utilizing the whole
job method with due consideration for skill,responsibility,effort,and working
conditions associated with each job;
• utilizing specific defined factors (including those required in the Equal Pay Act) that
allows an evaluation of dissimilar job functions based on common criteria
associated with each job.The job valuation factors include Job Knowledge,Job
Impact and Responsibility, Communication and Customer Service, Complexity,
Supervision,and Working Conditions
The work products for the Internal Equity Analysis/Job Valuation are an updated Grades
and Range/Kinds and Levels Chart and an Internal Equity Review Summary which includes
a paragraph for each job title outlining the reasons for the recommended placement on the
Grades and Range/Kinds and Levels Chart.Additional explanation will be provided when a
change in the job's classification on the Grades and Range/Kinds and Levels Chart is
recommended.
AmeriBen will review results of the internal equity analysis with the City Clerk/Deputy
Treasurer and other leaders prior to making final recommendations.
External Market Competitiveness Review
AmeriBen will prepare a report comparing what other employers pay for similar work.
This External Market Competitiveness Review provides information that directly relates to
the Organization's ability to attract and retain qualified employees.
The City wants to determine if their pay is competitive as compared to their market.,we
have proposed to compare the pay for the City of Eagle with up to 5 public organizations.
Matches may not be found for all City of Eagle positions in the public employer comparison,
this is normal in the survey process.AmeriBen will strive to collect data for positions to
identify the market trend that determines the overall competitiveness of the City's salary
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schedule. For positions not represented in the survey,AmeriBen will research and collect
available data from salary schedules of market employers,if possible.AmeriBen will
summarize the information to identify the market trend that determines the overall
competitiveness of the City's salary schedule.
The work product for the External Market Competitiveness Review is a table listing job
titles for the 66 positions and providing a comparison of the City's current pay,range
minimum,and range maximum to the average range minimum and range maximum for the
three comparable cities identified as operating within the City of Eagle's job market.
AmeriBen will review results of External Market Competitiveness Review report with the
City Clerk/Deputy Treasurer and leaders before making final recommendations.
Final Report/Compensation Administration
AmeriBen will provide an Executive Summary of the Internal Equity Review and the
External Market Competitiveness Review and recommendations for a salary structure and
related payroll administration guidelines.These recommendations can include specific
recommendations about positions that are outside of the recommended salary ranges and
compression issues that resulted because of historical market adjustments.
Complimentary Standard Membership for 1 year
A$3000 value which includes access to the AmeriBen Resource Center hotline via phone or
email,access to weekly newsletters, monthly webinars,and the Zywave Human Resource
Consulting Portal.
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Fee Proposal
The following proposal is based on approximately 66 job descriptions.
Work Plan Description Hours Professional Travel* Total
Services @
$125/hour
Conduct Internal Equity/Job
Valuation review of approx. 44 5500
66 job descriptions.
Draft Internal Equity/Job
Valuation reports, review 20 2500
with leaders and finalize
reports.
Review external market 60 7500
competitiveness with up to
5 public organizations.
Review External Market
Competitiveness Report 4 500
with leaders.
Recommendations for 20 2,500
compensation plan design
and administration.
NWDE -2200
16300
Pricing
This is a fixed fee proposal.As the project progresses,there may be additional services that
are identified, the fee for these additional services will be discussed and agreed to prior to
starting any additional work.
Anticipated Timeline
AmeriBen can start on this project in September 2022. The total project timeline is 90 days
after receiving the approximately 66 identified job descriptions and project approval and is
dependent on the client availability to review the project components.
8/ GZ ' , 06/27/22
City ,gle Date Brenda Blitman, SHRM-SCP, CPA Date
Human Resource Consulting
Manager
App,,d
ARPA
Brenda Blitman, SHRM-SCP, CPA
Human Resource Consulting Manager
Brenda Blitman is a Human Resource Consultant with a deep background as a leader in a high-
growth small business,as a small business owner and consultant,and as a Business Educator.A
career Certified Public Accountant with Big 8 accounting firm experience, Brenda's strong financial
and analytical skills help clients build,update,and implement changes in their Affirmative Action
Plans.As a human resource consultant with a focus on cost-effective strategic improvements,
Brenda consults with our members on organizational and leadership development,implementing
values-based human resource strategy,coaching,staff relations,compensation benefits,and
compliance issues.As an educator,Brenda has experience training the millennial workforce.
Brenda's education includes a Masters Degree in Adult/Organizational Leadership and Learning.
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