Reso 2006-982 - Laserfiche WebLink

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V. OUR APPROACH TO THE STUDY The Mercer Group, Inc. believes that the Cornpensation and Classification Study must have extensive client participation. Our experience has shown that successful assignrnents are characterized by; · A mutual understanding between the client and the consultant staff of the objectives, study process, timing, and end products of the study; · A thorough understanding of the current situation by the consultants before proceeding with detailed analysis; · Providing opportunities for participation and input by staff; and · A thorough review of draft reports with management. Our work plan includes provision for each of the items listed above. The specific participation of management and staffis described as follows: City Manager- The City Manager and/or designee is (are) the principal client(s) for the project. Principal client will receive a thorough briefing and description of the study process and methodology. At the end of the study, the principal client will receive a briefing on all findings and recommendations as well as briefings throughout the process as appropriate. It is important that the principal client be involved in the key policy issues to ensure the overall effectiveness of the resulting classification and compensation systems to meet the needs of the organization. Management -Management will be involved in the study by participating in a briefing session with the consultants, cornpleting questionnaires, meeting individually with the consultants to review the scope of their operations, and identifying any specific concerns they may have with respect to their current classification, compensation or performance evaluation systerns. Key managernent will likewise be involved in reviewing a draft of all job analysis recommendations including position placement recommendations and class specifications. Employees - All employees whose positions are included in the study must feel that they have a role in the process and that their input is both sought and welcomed. That role and input will be introduced and explained by a thorough and accurate initial presentation about the project. Ernployees then will be asked to complete position questionnaires and will be given opportunities to be involved further in the process through interviews, job audits (when necessary), and appeal procedures. Human Resources Staff-The Human Resources Staff will be asked to assist in the distribution and collection of the position questionnaires and assist the consultants in setting up meetings and interviews. Compensation & ClllHsifieation Study and I'crformance J<Jvaluation System Thc Mcrcer (;roup, Inc. A1l!.'Ilst 24,2006 Pege 14 City of'Sunny Islcs !leach, J<'lorida SIB