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Home My WebLink AboutCHANGE ORDER - RFP - P 680 JOB EVALUATION SYSTEMAdministi.lve Services Purchasing Division March 27, 2002 Henri R. van Adelsberg Public Sector Personnel Consultants 1006 104th Ave. STE 118 Denver, CO 80234 RE: Job Evaluation Study Dear Mr. van Adelsberg: I have enclosed three (3) copies of change order #2 regarding the above captioned matter. Please sign and return all copies to me.. Sincerely, Jam s B. O'Neill II, CPPO, FNIGP ctor of Purchasing and Risk Management enc JBO/imv cc: Amy Sharkey, Human Resources 215 North Mason Street • 2nd Floor • P.O. Box 580 • Fort Collins, CO 80522-0580 • (970) 221-6775 • FAX (970) 221-6707 CHANGE ORDER NO. 2 PROJECT TITLE: Job Evaluation Study CONTRACTOR: Public Sector Personnel Consultants PROJECT NUMBER: P-680 PURCHASE ORDER NO.: DESCRIPTION: 1. Reason for change: Extend time for completion of services 2. Description of Change: See Exhibit A 3. Change in Contract Cost: Items 25 and 35 of Exhibit A will require travel by Public Sector Personnel Consultants to achieve all of the given objectives. If the vendor should require additional travel, that would have to be approved by Amy Sharkey, Project Manager. The City will reimburse all reasonable travel expenses, not to exceed $2,000.00 4. Change in Contract Time: July 31, 2002 ORIGINAL CONTRACT COST $30,000 TOTAL APPROVED CHANGE ORDERS TOTAL PENDING CHANGE ORDERS TOTAL THIS CHANGE ORDER 2,000 TOTAL % OF ORIGINAL CONTRACT, THIS C.O.: TOTAL % OF ORIGINAL CONTRACT, ALL C.O.'S: % ADJUSTED CONTRACT COST $ 32,000 (Assuming all change orders approved) ACCEPTED BY: DATE: Contractor's Representative ACCEPTED BY: DATE: Amy Sharkey, Project Manager REVIEWED BY: DATE: Rick DeLaCastro, Director of Human Resources APPROVED BY: DATE: Title: APPROVED BY: DATE: Purchasing Agent over $30,000 CC: Purchasing JOB EVALUATION ACTIVITY TIMELINE (Tentative) A_° IVITY _ E.:: UPDATE 1. Email from City Manager communicating to employees the status Week of of the Job Evaluation Program September 24, 2001 2. HR to discuss with Public Sector Personnel Consultants (PSPC) Week of any updating that may need to be done to the contract September 24, 2001 • if changes to contract — HR to work with Purchasing Department 3. Conduct Job Analysis Questionnaire (JAQ) Training October 11/12 • employees within the Benchmark Jobs OR • their supervisor, manager, service area director October 15/16 • mandatory attendance 4. Distribute JAQ to benchmark employees, etc. At JAQ Training 5. Benchmark Job JAQs returned and reviewed JAQs returned • reviewed by PSPC, HR, managers, and service area November 2,2001 directors — quality control to review how well the JAQ was JAQ reviewed completed Month of November 6. Meet with City Manager to discuss JAQ review and next steps Week of December 3, 2001 7. Benchmark Job JAQs approved - PSPC start regression Month of Month of December 2001 April 2002 8. Conduct JAQ Training for all remaining employees January 2002 April/May 2002 9. Distribute JAQs to all remaining employees January 2002 April/May 2002 10. JAQs returned and reviewed Month of Month of • reviewed by PSPC and HR January and June and July February 2002 2002 11. PSPC Contract Exhibit "A' deliverables completed March 2002 July 2002 12. Costing Job Evaluation Program April 2002 July 2002 13. Implementation TBD TBD based on costin 03/22/02 %.A v Nov 120or CHANGE ORDER NO. iY PROJECT TITLE: Job Evaluation Study CONTRACTOR: Public Sector Personnel Consultants PROJECT NUMBER: P-680 PURCHASE ORDER NO.: DESCRIPTION: 1. Reason for change: Extend time for completion of services 2. Description of Change: See Exhibit A 3. Change in Contract Cost: Items 25 and 35 of Exhibit A will require travel by Public Sector Personnel Consultants to achieve all of the given objectives. If the vendor should require additional travel, that would have to be approved,by Amy Sharkey, Project Manager. The City will reimburse all reasonable travel expenses, not to exceed $2)000.00 � oil 1�'i 4. Change in Contract Time: M 3S, 2002 ORIGINAL CONTRACT COST TOTAL APPROVED CHANGE ORDERS TOTAL PENDING CHANGE ORDERS TOTAL THIS CHANGE ORDER TOTAL °s OF ORIGINAL CONTRACT, TOTAL °s OF ORIGINAL CONTRACT, ADJUSTED CONTRACT COST (Assumina all chanae_orders ACCEPTED BY: ACCEPTED BY: 0 REVIEWED BY: $30,000 2,000 THIS C.O.: 06 ALL C.0.OS: $ 32,000 proved) DATE: 10110' Dresentative ect Manager DATE: of Human Resources APPROVED BY: DATE: Title: APPROVED BY: DATE: Purchasing Agent over $30,000 CC: Purchasing Adminif ltive Services Purchasing Division October 23, 2001 Henri R. van Adelsberg Public Sector Personnel Consultants 1006 104th Ave. STE 118 Denver, CO 80234 Re: Job Evaluation Study Dear Mr. Van Adelsberg: I have enclosed two (2) copies of change order #1 regarding the above captioned matter. Please sign and return one copy to me. Sincerely, Jame B. O'Neill II, CPPO, FNIGP Dire or of Purchasing and Risk Management IT, IVA 215 North Mason Street • 2nd Floor • P.O. Box 580 • Fort Collins, CO 80522-0580 • (970) 221-6775 • FAX (970) 221-6707 CHANGE ORDER NO. 1 PROJECT TITLE: Job Evaluation Study CONTRACTOR: Public Sector Personnel Consultants PROJECT NUMBER: P-680 PURCHASE ORDER NO.: DESCRIPTION: 1. Reason for change: Extend time for completion of services 2. Description of Change: See Exhibit A 3. Change in Contract Cost: Items 25 and 35 of Exhibit A will require travel by Public Sector Personnel Consultants to achieve all of the given objectives. If the vendor should require additional travel, that would have to be approved by Amy Sharkey, Project Manager. The City will reimburse all reasonable travel expenses, not to exceed $2,000.00 4. Change in Contract Time: March 31, 2002 ORIGINAL CONTRACT COST $30,000 TOTAL APPROVED CHANGE ORDERS TOTAL PENDING CHANGE ORDERS TOTAL THIS CHANGE ORDER 2,000 TOTAL % OF ORIGINAL CONTRACT, THIS C.O.: TOTAL % OF ORIGINAL CONTRACT, ALL C.O.OS: °s ADJUSTED CONTRACT COST $ 32,000 (Assuming all change orders approved) ACCEPTED BY: DATE: ACCEPTED BY: REVIEWED BY: Contractor's Representative Amy ($h,Arkey, Project Manager ro, Direc DATE: io"aa of DATE: /d .a.;2 -0/ APPROVED BY: DATE: Title: APPROVED BY: DATE: Purchasing Agent over $30,000 CC: Purchasing EXHIBIT "A" SUMMARY OF SERVICES FOR THE CITY OF FORT COLLINS PUBLIC SECTOR PERSONNEL CONSULTANTS (PSCP) proposes a comprehensive program of professional services, training, and implementation support, to achieve all of the objectives in the CITY OF FORT COLLINS, COLORADO (City) Request for Proposal for implementing a City-wide job content evaluation methodology to achieve and maintain internal equity and external competitiveness for its compensation plan. Our workplan includes the following services and products. 1 Project tannin meetingwith Human Resources Director and Project Manager Complete 2 Final project completion schedule and principal anticipated milestones Complete 3 Assistance with communication for all participants throughout the project Complete 4 Membershipmatrix of representative employees for Job Evaluation Task Force Complete 5 Selection of individual employees to serve as Task Force members Complete 6 Overview on best practices in current job content evaluations stems Complete 7 Selection of the best "off -the -shelf to modify" job evaluationSystem for the CityComplete 8 Trainingof Task Force in selected job content evaluation methodologyComplete 9 Definition of the Cit 's occupational groups for job classification placement In Draft Form 10 Identification, discussion, and selection of City-wide cam ensable factors Complete 11 Determination of relative weighting of each com ensable factor March 31,02 12 Definition of the number of degrees/levels within each com ensable factors Complete 13 Determination of the s tem's total andper-factor/degreejob content points March 31,02 14 Booklet with definitions of factors, levels, and points within each factor March 31,02 15 Discussion if best to utilize the system in a manual or automated format March 31,02 16 Construction of Job Analysis Questionnaire to fit the job evaluations stem Complete 17 Quality control and content validity review of the JAQ on sample of positions March 31,02 18 Preparation of final JAQ format and instructions for its completion and analysis Complete 19 Distribution and explanation of JAQ to employees and supervisors Y: Com lete 20 Internal quality control reviews of JAQ content at unit and department levels March 31,02 21 Structuring of the Cit s job classes into occupationally related job groups March 31,02 22 Quality control review of the sample job classes by paired -comparison ranking March 31,02 23 Reassessment of factor weights/degree points if warranted from quality control review March 31,02 24 Recalibration of job evaluations stem based on the quality control review March 31,02 25 Selection of a structure benchmark of the Cit 's total job classifications March 31,02 26 Job content evaluation of the benchmark job classes with the HR department March 31,02 27 Evaluates all remaining City job classifications March 31,02 28 Ranking of job classes by total points and individual profile characteristics March 31,02 29 Quality control review of total evaluations and rankings with the HR department March 31,02 30 Re-evaluations of job classes with discernable variations from job group patterns March 31,02 31 Publication of final job evaluations stem report and job class profile listing March 31,02 32 Policies and procedures manual for maintenance and update of the system March 31,02 33 Training for Human Resources in maintenance of the system March 31,02 34 Work with HR in developing olicies and procedures tied directly to the Job Eval Sys March 31,02 35 Uploading of job evaluation data into EZ COMPTm application and data files March 31,02 36 Assistance with linkage of job evaluations to salary determinationprocess* March 31,02 37 Construction of scatter rams and cone dispersions for internal equity analysis* March 31,02 38 External competitiveness analysis by lines of central tendency comparison* March 31,02 39 Sala competitiveness policydetermination based on fiscal impact estimates* March 31,02 40 Pre aration of reports, charts, graphs, and files for the job evaluations stem* I March 31,02 *by EZ COMPT EXHIBIT "A" SUMMARY OF SERVICES FOR THE CITY OF FORT COLLINS PUBLIC SECTOR PERSONNEL CONSULTANTS (PSCP) proposes a comprehensive program of professional services, training, and implementation support, to achieve all of the objectives in the CITY OF FORT COLLINS, COLORADO (City) Request for Proposal for implementing a City-wide job content evaluation methodology to achieve and maintain internal equity and external competitiveness for its compensation plan. Our workplan includes the following services and products. 1 Project Dlanning meeting with Human Resources Director and Project Manager Complete 2 Final project completion schedule and principal anticipated milestones Complete 3 Assistance with communication for all participants throughout the project Complete 4 Membership matrix of representative employees for Job Evaluation Task Force Complete 5 Selection of individual employees to serve as Task Force members Complete 6 Overview on best practices in current job content evaluations stems Complete 7 Selection of the best "off -the -shelf to modify" job evaluations stem for the City Complete 8 Training of Task Force in selected job content evaluation methodology Complete 9 Definition of the Ci 's occupational groups for job classification placement In Draft Form 10 Identification, discussion, and selection of City-wide com ensable factors Complete 11 Determination of relative weighting of each com ensable factor 12 Definition of the number of degrees/levels within each com ensable factors Complete 13 Determination of the s stem's total and per-factor/degree job content points 14 Booklet with definitions of factors, levels, and points within each factor 15 Discussion if best to utilize the system in a manual or automated format 16 Construction of Job Analysis Questionnaire to fit the job evaluations stem Complete 17 Quality control and content validity review of the JAQ on sample of positions 18 Preparation of final JAQ format and instructions for its completion and analysis Complete 19 Distribution and explanation of JAQ to employees and supervisors Y: Com lete 20 Internal guality control reviews of JAQ content at unit and department levels 21 Structuring of the Ci 's job classes into occupationally related job groups 22 Quality control review of the sample job classes by paired -comparison ranking 23 Reassessment of factor weights/degree points if warranted from quality control review 24 Recalibration of job evaluations stem based on the quality control review 25 Selection of a structure benchmark of the Ci s total job classifications 26 Job content evaluation of the benchmark job classes with the HR department 27 Evaluates all remaining City job classifications 28 Ranking of job classes by total points and individual profile characteristics 29 Quality control review of total evaluations and rankings with the HR department 30 Re-evaluations of job classes with discernable variations from job group patterns 31 Publication of final job evaluations stem report and job class profile listing 32 Policies and procedures manual for maintenance and update of the system 33 Training for Human Resources in maintenance of the system 34 Work with HR in developing olicies and procedures tied directly to the Job Eval Sys 35 Uploading of job evaluation data into EZ COMPTM application and data files 36 Assistance with linkage of job evaluations to salary determinationprocess* 37 Construction of scatter rams and cone dispersions for internal equity analysis* 38 External competitiveness analysis by lines of central tendency comparison* 39 Salary competitiveness policy determination based on fiscal impact estimates* 40 Preparation of reports, charts, graphs, and files for the job evaluations stem* *by EZ COMPTM JOB EVALUATION ACTIVITY TIMELINE (Tentative) ACTIVITY DATE 1. Email from City Manager communicating to employees the status of Week of the Job Evaluation Program September 24, 2001 2. HR to discuss with Public Sector Personnel Consultants (PSPC) any Week of updating that may need to be done to the contract September 24, 2001 • if changes to contract — HR to work with Purchasing Department 3. Conduct Job Analysis Questionnaire (JAQ) Training October 11/12 • employees within the Benchmark Jobs OR • their supervisor, manager, service area director October 15/16 • mandatory attendance 4. Distribute JAQ to benchmark employees, etc. At JAQ Training 5. Benchmark Job JAQs returned and reviewed JAQs returned • reviewed by PSPC, HR, managers, and service area directors — November 2,2001 quality control to review how well the JAQ was completed JAQ reviewed Month of November 6. Meet with City Manager to discuss JAQ review and next steps Week of December 3, 2001 7. Benchmark Job JAQs approved — PSPC start regression Month of December 2001 8. Conduct JAQ Training for all remaining employees January 2002 9. Distribute JAQs to all remaining employees January 2002 10. JAQs returned and reviewed Month of • reviewed by PSPC and HR January and February 2002 11. PSPC Contract Exhibit "A" deliverables completed March 2002 12. Costing Job Evaluation Program April 2002 13. Implementation TBD based on costing September 24, 2001