HomeMy WebLinkAbout541166 REVOLUTION ADVISORS LLC - CONTRACT - RFP - 7642 JOB ANALYSIS, PERFORMANCE & LEARNING COMPETEN (3)Agreement Amendment 1
7642 Job Analysis, Performance & Learning Competency Assessment Page 1 of 7
Amendment #01 to the Services Agreement
between The City of Fort Collins
and Revolution Advisors LLC
This Amendment (Amendment) is entered into by and between Revolution Advisors LLC (the
“Service Provider”) and the City of Fort Collins, Colorado (the “City”).
WHEREAS, the Service Provider and the City have mutually entered into a Services
Agreement dated August 25, 2014 (the “Agreement”); and
WHEREAS, the Service Provider successfully completed the original work contemplated
by the Agreement; and
WHEREAS, the City desires to add additional services related to the original work under
the Agreement in accordance with a new Scope of Services; and
WHEREAS, Service Provider agrees to perform additional work pursuant to the
Agreement terms and new Scope of Services;
NOW, THEREFORE, in consideration of the foregoing recitals and the mutual promises
herein contained, the parties agree as follows:
1. Scope of Services. A new Exhibit “A”, Scope of Services is added per the attached
document consisting of four (4) pages.
2. Contract Sum. The City agrees to pay the Service Provider a fixed fee of Seventy-Six
Thousand Eight Hundred ($76,800) in accordance with the milestone payment schedule
in Exhibit “B” consisting of one (1) page attached hereto.
Except as expressly amended by this Amendment, all other terms and conditions of the
Agreement shall remain in full force and effect.
IN WITNESS WHEREOF, the parties have executed this Agreement the day and year shown.
DocuSign Envelope ID: 9FA27874-4B16-4212-A16E-28917F4EE0FB
Agreement Amendment 1
7642 Job Analysis, Performance & Learning Competency Assessment Page 2 of 7
THE CITY OF FORT COLLINS, COLORADO
By: _________________________________
Gerry Paul
Director of Purchasing & Risk Management
Date: ______________________________
ATTEST:
_________________________________
City Clerk
APPROVED AS TO FORM:
_______________________________
Assistant City Attorney
REVOLUTION ADVISORS LLC
By: __________________________________
Brian E. Wilkerson
Managing Director
Date: _______________________________
DocuSign Envelope ID: 9FA27874-4B16-4212-A16E-28917F4EE0FB
2/26/2015
2/27/2015
Agreement Amendment 1
7642 Job Analysis, Performance & Learning Competency Assessment Page 3 of 7
EXHIBIT A
SCOPE OF SERVICES
Objectives
Conduct an organization assessment of the Finance Area of the City of Fort Collins to analyze
the current Finance positions across the City and the incumbents who occupy those positions.
Based on the results of this assessment, the City would like to:
1) Develop new Job Families and Job Descriptions for the Finance positions that more
appropriately align with public and private benchmarks, as well as the future direction of
the City in this area
2) Create consistency across the City in the hiring, management, deployment, and
development of Finance positions
3) Create Career Paths that enable both horizontal and vertical career development for
Finance positions
4) Ensure that incumbent qualifications, scope of responsibility, authority, position
structures and compensations are appropriately aligned across the City
The work from this project is also anticipated to serve as a pilot for the overall Compensation
and Career Path changes being proposed Citywide, and the results of this project will be aligned
with that direction.
Scope
Revolution Advisors will be responsible for providing the following services.
Conducting an assessment for the Finance organization and the development of a future state
that will meet the objectives outlined above, while also aligning the Finance direction with the
overall City direction in this area. The activities are broken into 3 phases:
1) Data Gathering and Assessment: assessment of the current Finance structures, jobs,
responsibilities, compensation, and incumbents
2) Future State Structure Development: development of the appropriate future state job
structure, roles, and compensation aligned with the future state of compensation and
career development across the City
3) Transition Planning: creation of guidance on implementation of the new structure,
including critical tasks, key risks, and suggested mitigation strategies
The project will focus on comparison of the Finance organization at Fort Collins against best-in-
class Public and Private Sector organizations using publicly-available and proprietary
benchmark data. Revolution Advisors will work collaboratively with the City to ensure that the
appropriate benchmarks are identified at the start of the project. In order to ensure an effective
comparison, we will also look at key Finance processes across the City to understand how
these impact structure and performance.
The key activities associated with each of the phases appear in the charts below:
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Data Gathering & Assessment
Key Activity Timing
Kickoff Meeting (confirm objectives and timeline, establish
communications approach, etc.)
Week 1
Gather key current state data (Job descriptions, performance data,
structure, performance metrics, etc.)
Week 1-2
Agree on benchmark data sets and measures Week 1
Develop Incumbent Assessment Protocol, which will include a focus
on:
‐ Position Structure / Reporting Lines
‐ Role, Scope, Accountability, Authority (including Budget)
‐ Percent Dedication to the Finance Role
‐ Direct Reports
‐ Skills
‐ Tools Used and Associated Proficiency
‐ Compensation
‐ Other areas as agreed
Week 1-2
Conduct Incumbent and Leader Interviews (up to 52) Week 3-7
Conduct both absolute and relative comparisons of incumbent data
across the organization and to appropriate benchmarks
Week 3-7
Develop Current State Assessment Draft
‐ Overall Findings
‐ Business Requirements by Position (Scope, Duties,
Responsibilities, Autonomy, Management Span, Tool
Proficiency, etc.)
‐ Incumbent Qualification Assessment
‐ Comparison Against Benchmarks
‐ Assessment of Tools in Use
Week 8
Review Current State Assessment with Key Stakeholders and
Revise based on feedback
Week 9
Develop Final Current State Assessment and revise plan for next
phase based on assessment results
Week 9
Future State Structure Development
Key Activity Timing
Develop Future State options that include:
‐ Roles and Structures
‐ Service Model Changes
‐ Hiring Practice Changes
‐ Skill Model Changes
‐ New Career Paths
‐ Impacts of Potential Tool Changes
‐ Other areas that could address gaps identified in the Current
State
Week 9-10
Review Future State options with key stakeholders and agree on
future directions
Week 10
Document Future State changes Week 10-11
Develop new Citywide Job Description Template (including approval) Week 4
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Develop New Job Family and Sub-Family Architecture Week 8-12
Develop New Job Descriptions including required employee
qualifications
Week 13-15
Develop New Career Architecture
‐ Career Paths
‐ Required Knowledge, Skills, and Abilities
‐ Development Experiences and Resources
‐ Associated Policy Implications (Citywide)
Week 9-14
Market Pricing per Position and Salary Range Setting Week 6-12
Transition Planning
Key Activity Timing
Develop Transition Overview Week 13-14
Review Transition Plan with key stakeholders and revise Week 15
Develop Final Transition Plan Week 15-16
Throughout each phase, there will be an ongoing focus on communications and change
management to keep stakeholders informed of project focus and progress. We will work with
Fort Collins to minimize any disruption associated with this through effective communications.
The deliverables for this project will include:
Deliverable (Projected
Date)
Description
Current State
Assessment
(4/17/2015)
Current State Assessment that includes:
‐ Overall Findings
‐ Business Requirements by Position (Scope,
Duties, Responsibilities, Autonomy,
Management Span, Tool Proficiency, etc.)
‐ Incumbent Qualification Assessment
‐ Assessment of Tools in Use
‐ Comparison Against Benchmarks
‐ Other Findings and Key Implications for the
Future State
Recommended Future
State
(5/1/2015)
Recommended Future State for the Finance
organization that includes:
‐ Roles and Structures
‐ Service Model Changes
‐ Hiring Practice Changes
‐ Skill Model Changes
‐ New Career Paths
‐ Impacts of Potential Tool Changes
‐ Other areas that could address gaps
identified in the Current State
Job Families & Sub-
Families
(5/8/2015)
New Job Families and Sub-Families that reflect the
desired future state
Job Descriptions Revised job descriptions in the new Citywide
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(5/28/2015) format that encompass all existing Finance
positions within the City including required
employee qualifications (NOTE: it is anticipated
that the number of unique job descriptions will be
significantly reduced through this project)
Career Paths
(5/22/2015)
New Career Architecture for Finance that includes:
‐ Career Paths
‐ Required Knowledge, Skills, and Abilities
‐ Development Experiences and Resources
‐ Associated Policy Implications (Citywide)
Transition Plan
(6/5/2015)
Presentation with guidance on implementation of
the new structure, including critical tasks, key risks,
and suggested mitigation strategies
Project Timing and Assumptions
The overall project timeline is anticipated to be 16 weeks from project launch. Project launch
would be targeted for February 16, 2015 and completion would be targeted for June 5, 2015.
The project timing would be subject to the following assumptions:
Revolution Advisors will have timely access to key leaders for the purpose of making
required decisions, and those decisions will be made without significant delay
Interviews will take place in the first 4-5 weeks of the project and that efforts will be
made by the City to maximize scheduling synergies for the interviews by scheduling
multiple interviews per day, etc.
Interviews will include a maximum of 52 total interviews including a maximum of 3 group
interviews
Revolution Advisors will have access to key data required such as current state job
descriptions, current roles and responsibilities, metrics associated with the positions,
incumbent data, and others within 2 weeks of the project start
Project components that have Citywide implications (such as the new job description
format) will be approved by the ELT or its designees to maximize synergies with the
future state of Compensation and Career Development
The City will assign a Project Manager to this project, who will be the primary day-to-day
point of contact for the Revolution Advisors project team, and will be responsible for
helping to ensure that the project stays on schedule
Revolution Advisors will have periodic access to the Chief Financial Officer for the City
for the purpose of data gathering and feedback on key issues and directions, including
key deliverable review
The City will provide administrative support for scheduling interviews and meetings,
including appropriate meeting facilities
The Transition Plan will not include any assessment of individual misalignments to
market or internal equity and will focus on overall transition strategies only
Should any of these assumptions prove not to be true, the project timeline and/or fees could be
impacted.
DocuSign Envelope ID: 9FA27874-4B16-4212-A16E-28917F4EE0FB
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EXHIBIT B
CONTRACT SUM
Phase & Deliverables Costs (Fixed Fee)
Phase 1: Data Gathering & Analysis
Current State Assessment
$31,500
Phase 2: Future State Structure Development
Recommended Future State
Job Families & Sub-Families
Job Descriptions
Career Paths
$42,000
Phase 3: Transition Planning
Transition Plan
$3,300
TOTAL $76,800
DocuSign Envelope ID: 9FA27874-4B16-4212-A16E-28917F4EE0FB