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Home My WebLink About07/22/1991 BAKERSFIELD Lynn Edwards, Chair Patricia J. DeMond Mark Salvaggio Staff: Maureen Cotner AGENDA PERSONNEL COMMITTEE Monday, July 22, lggl 4:00 p.m. City Manager's Conference Room 1. Update: Classification Compensation Study Consultant 2. New Job Specification - Office Systems Technician 3. Revised Job Specification - Plan Checker CLASS TITLE: OFFICE SYSTEMS TECHNICIAN 511 CLASS CHARACTERISTICS: Under general supervision, assists in the installation, maintenance and repair of Personal Computers, Local Area Networks, Minicomputer systems and peripherals and performs other work as required. EXAMPLES OF DUTIES: Works with Office Systems Analyst to aid user. department in identifying problems, determining needs and developing computer- based solutions; maintains, troubleshoots and performs repairs on all data processing equipment; including video display terminals, personal computers, word processors, network file servers, modems, multiplexors and other related equipment; provides installation services on a aforementioned equipment including hardware and software installation as well as user training on operating system and hardware; maintains equipment inventories on all office systems equipment; develops and maintains network and telecommunications diagrams for minicomputer and local area .networks; maintains equipment logs; assists in developing microcomputer and local-area- network standards. MINIMUM QUALIFICATIONS: Traininq and Experience: Graduation from high school or GED and two years of work experience.in MS-DOS microcomputer operation and/or maintenance. Knowledqe, Abilities and Skills: Knowledqe of: principles and practices of data processing and office automation, word processing techniques and equipment; available softwarefor microcomputers and its applicability; concepts of local and wide area networking. Ability to: evaluate hardware and software for user departments and develop recommendation; aid in user department staff training in microprocessing and office automation techniques; Conduct feasibility studies; communicate well both orally and in writing. Licenses or Certificates: Possession of a valid- Class "C" California driver's license. Approved by the Miscellaneous civil Service Board: Approved by the City Council: , ,~T~=,.mT ~T , 705 C TITLE: PLAN CHECKER ~ .............. , CLASS CHARACTERISTICS: Under general supervision reviews----~---~-- ~-- ~-- -~--~- ~-~ -"~~ ~-~" ~"~""" construction plans commercial and residential site plans, systems for fire sprinklers, fire alarms and smoke detection, spray booths, location and confiquration of refuse containers, additions, alterations· and repairs for compliance with all applicable building construction and fire codes· and municipal and state.codes, and performs other work as required. EXAMPLE OF DUTIES: Reviews construction plans for single and multiple family dwellings, residential additions, alterations and repairs, and other minor projects, including commercial structures, for compliance with all applicable codes and ordinances; makes code interpretations, and responds to inquires from architects, engineers, contractors, building designers and owner concerning matters related to plan Checking and other code related items; calculates building permit fees; issues permits; interprets plans for field inspectors and may visit job sites for resolution of problems; works with other city departments in reviewinq plans for fire safety and other code related requirements; performs document research and filing; prepares and maintains records; works in cooperation with other city departments. MINIMUM QUALIFICATIONS: Traininq and Experience: Graduation from an a_~c_i_c_ high school -~--~ a minimum -~ and two years experience with a public or G.E.D.; = ..... qovernment agency as a construction plan checker; or a llccnzed. inspector, plan examiner or Fire code inspector. ~---~-~-- -~ ~ minimum of Two years completion of colleqe level courses in cf thc ............ c ~.. engineering ~ ..... may be - ~ .... ic substituted re uired ex e or ICBO certification. Knowledqe, Abilities and Skills: Knowledge of zoning, energy conservation and~a~other development regulations; considerable knowledge of building and fire codes and requirements; ability to read and interpret building plans rapidly and accurately; ability to communicate effectively orally clcar!y, vcrbally and in writing; ability to maintain cooperative working relationships with builders, contractors, architects, general public and other employees; ability to enforce necessary regulations with firmness and tact. Licenses and Certificates: Possession of a valid Class "C" California driver's license. Approved by Miscellaneous Civil Service Board: Approved by City Council:. MEMO RAN D DATE: JULY 22, 1991 TO: J? DALE HAWLEY, CITY MANAGER FROM: MAUREEN COTNER, PERSONNEL MANAGER ~ SUBJECT: CONSULTANT S~.T.~CTION: COMPREHENSIVE CLASSIFICATION AND' COMPENSATION STUDY Background: On July 19 and 22, 1991, interviews were conducted for a consultant to conduct a comprehensive classification and compensation study for the City. The interview panel consisted of myself, John Stinson, Assistant to the City Manager and Martha Haslebacher, Supervisor I, Sanitation. Each member of the panel received and reviewed copies of all nine proposals submitted. The panel interviewed six of the consultants whose firms had submitted propos~!g. Three proposals were rejected due to the omission of critical information requested, or because their proposed bids were clearly not in a range we felt acceptable. The six firms interviewed were: Becket and Bell Comp Plus Personnel Associates Ralph Anderson and Associates Reward Strategy Group Shannon and Associates A list of question's was prepared prior to the interview and directed to each consultant. This was supplemented by additional questions which addressed specific articles in their proposal. Interviews were appro~mately one hour in length. Evaluation: The six firms were evaluated using the following criteria: Experience in conducting comprehensive studies for comparable organizations Staff size and degree of staff involvement Content and organization of proposed wOrkplan · Page 2 CONSULTANT SELECTION: COMPREHENSIVE CLASSIFICATION AND COMPENSATION STUDY Methodology of compensation analysis Content and organization of study instruments Proposed degree of employee participation (i.e., employee orientations,' surveys, interviews) Consultants communication style Information provided in each proposal was studied by the panel, including an evaluation of the proposed bids; the bids proposed were as follows: Becket and Bell $ 88,500. Comp Plus $102,255. Personnel Associates $106,000. + expenses Ralph Anderson and Associates $ 95,000. Reward Strategy Group $ 88,000. Shannon and Associates $ 90,625. + expenses = $104,900. The overall evaluation of each consultant was based on content of each proposal, responses to questions directed to consultants during the interview and relevant comparable cost information. Combined scoring by the panel resulted in the following ranking: 1. Reward Strategy Group 2. Comp Plus 3. Ralph Anderson Recommendation: The interview panel is recommending that the top three candidates be considered bY the Personnel Committee, and is providing the Committee copies of the proposals for these three firms, at their meeting of July 22, 1991. The Personnel Committee may wish an opportunity to interview consultants of these three firms. Staff requests. that the Committee make a selection recommendation to the full City Council on July 31, 1991. MC/kef Attachments: Interview questions Proposals MEMO\HAWLEY\HAWLEY. 21 CITY OF BAKERSFIELD Comprehensive Classification/Compensation Study Consultant Selection Interview Questions 1. Briefly explain your firm's experience in conducting a similar study in an agency. of comparable size. Specify problems you encountered, and how they were resolved. Were your recommendations ultimately adopted? 2. Have you had experience in working with this type of a time frame? 3. You've indicated in your proposal that ~ consultants would be assignedto this project. Please specify how you intend to assign each consultant, i.e., by Department, or job function. Will consultants be assigned to other projects, in any capacity, while working on our study? Who will be the Principal, and to what degree will the be working on-site with staff? 4. You have/have not specified which agencies you feel are appropriate comparable agencies to Bakersfield. What criteria do you/would you use in making this determination? 5. Regarding employee job evaluation instruments: what are your thoughts on using different questionnaires for different class series? 6. Explain your concept of how involved employees are in this process. How will you determine the number of employees to be. interviewed/audited? Specific questions regarding consultant's proposal: ·