MEETING DATE: 2/19/2019
DEPARTMENT: HUMAN RESOURCES
DEPT HEAD/DIRECTOR: Edgar Nolasco
AGENDA ITEM PREPARER: Dulce Alonso
SBC DEPT FILE NUMBER: 630
SUBJECT:
HUMAN RESOURCES - E. NOLASCO
- Receive the internal administration committee recommendation to enter into exclusive negotiations agreement with Ralph Andersen & Associates for a new comprehensive classification and compensation study.
- Authorize the CAO to negotiate and execute a contract with Ralph Andersen & Associates in an amount not to exceed $174,500, on a form approved by County Counsel.
SBC FILE NUMBER: 630
AGENDA SECTION:
CONSENT AGENDA
BACKGROUND/SUMMARY:
Background:
The County of San Benito has requested proposals from six consulting services to conduct a Classification and Compensation Study. To include the following County staff units: Management Employees Group (MEG); SEIU (General Unit); Unrepresented, Confidential, and Confidential Management Employees; Appointed Department Heads; Elected Department Heads; Deputy Sheriff’s Association; Law Enforcement Management; and Institutions The selected firm will assistance in reviewing existing job description and compensation system, including all benefits, analyzing current jobs performed by employees, determining the market pay for each position, establishing the market value of the employee benefits package, and providing a market analysis of the total compensation including salary and benefits. The consultant will make recommendations for adjustments to pay and benefits.
Objectives
The purpose of the Classification and Compensation Study is to address any changes in the County of San Benito’s operations and staffing since the last classification and compensation study. Other key objectives are outlined below:
1. Attract and retain qualified employees.
2. Ensure positions with similarity in complexity, responsibility, knowledge, skills, and abilities are classified together.
3. Ensure that promotional opportunities are clearly defined and provide recognizable compensation growth.
4. Offer justifiable pay differential between individual classes.
Evaluation Process
The County received three proposals from consulting firms on January 2, 2019. All Proposals were first examined to determine whether or not they met all the requirements of the RFP. A point and weight system was then used to evaluate the Proposals by taking the points assigned to a category item and multiplying by the category item’s weight (listed below). Each category item was assigned a point range of 0 to 4.
Categories Weight
1. Respondent’s Qualification experience 10%
2. Scope of Work 25%
3. Statement of Methods and Procedures 15%
4. Deliverables timelines 30%
5. Cost 20%
Total 100%
1. Respondent’s Qualifications experience: This category dealt with the prior experience and capabilities of the Respondent in providing the requested services to classification and compensation study.
2. Scope of Work: This category dealt with the bidder’s ability to provide the quality, reliability and support services necessary to for classification and compensation study.
3. Statement of Methods and Procedures: This category dealt with the bidder’s ability to provide the quality, approach and technique.
4. Staff and Deliverables timelines: This category dealt with quality, type of task, and proposed timelines, as well as, the quality of the Respondent’s approach to complete this project.
5. Cost: This category dealt with the total overall cost for the proposals.
The County is not required to implement any of the recommendations of the consultant and retains the discretion to negotiate all aspects of the consultant’s recommendations with the employee representatives.
Budgeted:
In FY 18/19, $50,000 was allocated for the classification study. The remainder will be budgeted for in FY 19/20.
BUDGETED:
Yes