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<br />Phase III <br /> <br />STEP 3. Market Analvsis <br /> <br />The survey instrument developed during the 2004 study will be administered to ensure the City <br />pay is staying competitive in the market. Using the market research data, a set of specific <br />recommendations regarding the level of Compensation for all classes will be developed. In this <br />part of the study, we will: <br /> <br />Provide pay levels for all classes; <br /> <br />Provide recommendations on policy decisions such as range widths, new-hire level <br />guidelines, and mechanisms for slotting; and <br /> <br />Provide alternative implernentation strategies for the system, including the cost of each <br />alternative. <br /> <br />Phase IV <br /> <br />STEP 4. FLSA Analvsis <br /> <br />Once classifications (jobs) are identified for the new system each position will be reviewed and <br />analyzed for the appropriate FLSA designation of Exempt or Non-Exempt. The Mercer Group <br />FLSA Expert is Randy Davis. Mr. Davis retired in 2000 from the U.S. Department of Labor; <br />Wage and Hour Division and has been working with The Mercer Group, as a consultant and <br />provides support expertise in the area of FLSA. He worked the last eleven years as Branch Chief <br />for Fair Labor Standards in the Atlanta Region which included eight Southeastern states. Mr. <br />Davis has been using his contacts at DOL to ensure a thorough understanding of new changes to <br />FLSA not only from a legislative standpoint but from the people that will be enforcing these <br />changes. Mr. Davis has the resources to research any questions or concerns there may be <br />regarding FLSA designations. <br /> <br />STEP 5: Training <br /> <br />Training will be provided for all appropriate personnel in the adrninistration of the new <br />classification and compensation systems, including: <br /> <br />· The Factor Evaluation System for classification of new positions and <br />reclassifications as they occur; <br /> <br />· The market survey instrument for continued update of the salary systern; and <br /> <br />· Implementation procedures. <br /> <br />STEP 6. Reporting and Documentation <br /> <br />Compensation & CI....sifi~'Rtion Study and Performance J<lvaluation System <br />The Mercer (.rOlII', Inc. August 24, 2006 <br />P.20 City of Sunny Isles lIeaeh, 1~lorida <br /> <br />SIB <br />