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METHODOLOGY <br />Proposed Work Plan for the Study <br />Step One -Collection of Data and Documentation Required to Perform the Study <br />- The consultant will ask for and carefully review all available job descriptions, pay schedules and any <br />other materials deemed necessary to perform the study. We understand the utility will provide these <br />background materials. <br />Step Two -Completion of Job Description Questionnaires (If Required ) <br />- If the utility decides that a job description questionnaire should be completed for each of the <br />seventeen separate classifications, the consultant will provided that questionnaire in an electronic <br />and hard-copy format for completion. <br />Step Three -Conducting Job Evaluations on All Positions Included in the Study <br />- The consultant will evaluate all positions included in the study using our job evaluation methodology. <br />A summary of all evaluation factors in the Riley, Dettmann and Kelsey Job Evaluation System <br />appears in Section 6 of this proposal. <br />Step Four - Integrating Job Evaluation with Existing Base Pav Rate Maximums and Preparing a <br />More Formalized Base Pav Matrix <br />- The consultant will integrate job evaluation results with existing base pay rate maximums as the <br />foundation for preparing a more formalized base pay matrix. <br />Step Five -Pav Equity Testing <br />- The consultant will complete pay equity testing to ensure ongoing compliance for the utility with the <br />State Local Government Pay Equity Act. <br />Step Six -Preparing and Presenting a Final Report <br />- The consultant will prepare a final report containing all study results and recommendations and <br />review the report with the General Manager before presentation to the utility Board. <br />RILEY, DETTMANN 8c KELSEY LLc <br /> <br />