SR 06:110 - Laserfiche WebLink

Revised Total Compensation Proposal- March 21, 2006 Page 11 of16 Benchmark classes are normally chosen to reflect a broad spectrum of class levels. In addition, those that are selected normally include classes that are most likely to be found in other agencies/companies, and therefore provide a sufficient valid sample for analysis. After analyzing your current classification structure, and assuming that Option One is the preferred methodology, it would be our recommendation to include the following classifications for the greatest opportunity to find comparables in the private sector market pool: Administrative Services Director Engineer EMS-Disaster Preparedness Manager Director of Finance Financial Services Manager/Accounting Human Resources Analyst Human Resources Manager Information Services Manager Management Analyst Principal Planner Senior Civil Engineer Senior Financial Analyst Senior Public works Inspector Support Services Superintendent 3. Determination of Salary and Benefits Data to Be Collected Benefit data elements for a total compensation study normally include at least the following, (which are generally available to all staff in a specific job classification). Shown below are descriptions of those benefits that we normally collect (which can be modified to include any other information you desire): )> Monthly Salary - The top of the normal, published salary range (we understand that we will use 104% of the City's control point). All figures are presented on a monthly basis. We normalize the salary data to reflect working hours and/or "spiking" ofPERS benefit. )> Employee Retirement - This includes two figures: the amount of the employee's State (PERS) or other public retirement contribution (PARS) that is contributed by the agency and the amount of the agency's Social Security contribution. Many agencies have enhanced their PERS/altemative retirement program and we collect and document these costs also. KOFF & ASSOCIATES, INC.