SR 06:110 - Laserfiche WebLink

Revised Total Compensation Proposal- March 21, 2006 Page 13 of 16 given a low priority. We conduct all of the data collection and analysis ourselves to ensure validity of the data and quality control. This approach also ensures that we compare job description to job description and not just job titles, therefore ensuring true "matches" of at least 70%, which is the percentage we use to determine whether to include a comparator classification or not. Typically, we collect classification descriptions, MODs, organization charts and other information via Website, in person, by telephone or by an on-sight interview. With this prior knowledge and our experience in the public personnel field, our professional staff makes preliminary "matches" and then schedules an appointment by telephone, and sometimes in person, with a knowledgeable individual to answer specific questions. We find that the information collected using these methods has a very high validity rate. I D. ANALYSIS AND PRELIMINARY DATA REVIEW Data will be entered into spreadsheet format designed for ease of interpretation and use. The information will be presented in a format that will identify the comparator positions used for each classification comparison. Information will be calculated based upon both average and median figures, allowing the agency to make informed compensation decisions. Benefit data will be collected and displayed in an easy-to-read format. You will receive three sets of spreadsheets per classification, one with base pay, one with the benefits detail, and one with total compensation statistical data. I E. DRAFT SPREADSHEETS/ MEETING WITH PROJECT TEAM/REANAL YSIS We distribute our draft spreadsheets to the City for their review. After the agency's preliminary review, K&A will meet with the Project Team as well as representatives from the various stakeholders (if appropriate) to clarify data, to receive requests for reanalysis of certain comparators (through the employee's supervisor) and to answer questions and address concerns. This provides an opportunity for the project team and employees to review and question any of our recommended benchmark comparator matches. If questions arise, we conduct follow-up analysis to reconfirm our original analysis and/or make corrections as appropriate. IF. INTERNAL JOB ANALYSIS Although internal job analysis is usually part of our studies, our experience is that when using both public and private data, it is unreliable to try and determine internal relationships since only a few of the classifications have both public and KOFF & ASSOCIATES, INC.