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Home My WebLink About541166 REVOLUTION ADVISORS LLC - CONTRACT - RFP - 7642 JOB ANALYSIS, PERFORMANCE & LEARNING COMPETEN (7)Amendment #06 to the Services Agreement between The City of Fort Collins and Revolution Advisors LLC This Sixth Amendment (“Amendment #06”) 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 and the City amended the Agreement on February 27, 2015 (Amendment #01), March 17, 2015 (Amendment #02), February 25, 2016 (Amendment #03) and May 26, 2016 (Amendment #04); and July 27, 2016 (Amendment #05); and WHEREAS, the City desires the Service Provider to complete additional services not contemplated by Amendment #01, Amendment #02, Amendment #03 and Amendment #04; and Amendment #05; and WHEREAS, Service Provider agrees to perform additional work pursuant to the Agreement terms and new Statement of Work attached hereto; NOW, THEREFORE, in consideration of the foregoing recitals and the mutual promises herein contained, the parties agree as follows: 1. Statement of Work. A new Exhibit “A”, Statement of Work, is added by this Amendment #06 per the attached document consisting of two (2) pages for execution of Phase III: Compensation & Career Path. 2. Contract Sum. The City agrees to pay the Service Provider a fixed fee of two-hundred ninety-eight four hundred and forty dollars ($298,440) plus reasonable expenses not to exceed six thousand and three dollars ($6,003) for the work under Amendment #06. The Service Provider will invoice monthly installments in the amount of $33,160 for the period February 2017 through October 2017. The Service Provider will invoice for reasonable expenses as incurred. Such invoices shall include supporting documentation. Each payment shall be subject to the City’s review and approval. Except as expressly amended by this Amendment #06, all other terms and conditions of the Agreement, as amended by Amendments #01, #02, #03, #04, and #05 shall remain in full force and effect. DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 IN WITNESS WHEREOF, the parties have executed this Amendment the day and year shown. THE CITY OF FORT COLLINS, COLORADO By: _________________________________ Gerry Paul Purchasing Director Date: ______________________________ ATTEST: _________________________________ APPROVED AS TO FORM: _______________________________ REVOLUTION ADVISORS LLC By: __________________________________ Printed: Title: CORPORATE PRESIDENT OR VICE PRESIDENT Date: _______________________________ DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 2/14/2017 Katie Wilkerson Chief Financial Officer Assistant City Attorney 2/16/2017 City Clerk CITY OF FORT COLLINS Phase III: Compensation & Career Path Statement of Work January 20, 2017 Revolution Advisors LLC 10170 Church Ranch Way, Suite 100 Westminster, CO USA 80021 (720) 409-5297 www.revolution-advisors.com EXHIBIT A DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 Revolution Advisors Compensation and Career Path SOW January 20, 2017 1 | P a g e Statement of Work Objectives The City continues its journey to fully implement the Total Rewards program leveraging the recommendations from the Compensation and Career Path Study from Q4 2014. With the successful launch of the Total Rewards strategy, the City deployed Quarterly Performance Alignment (QPA) and the new Upward Feedback process by enabling employees to receive and provide timely and meaningful performance feedback with their respective direct manager. Building on this success, the City shifted its focus in 2016 to compensation and completed the initial design of a city- wide job architecture with more than half of the Service Areas. Building on the momentum, the City is ready to complete the job architecture design and prepare for a city-wide deployment in 2018.  Phase I 2015: Total Rewards & QPA Launch  Phase II 2016: Job Architecture Design & Upward Feedback  Phase III 2017: Job Architecture Design & Deployment Planning  Phase IV 2018: Job Architecture Deployment, Career Management Design The objectives of this phase of work include: 1) Creation of new job families that align with the City’s established market benchmarks (public and private), as well as the future direction of the City in this area. 2) Enable consistency across the City in the hiring, management, deployment, and development of all positions. 3) Create Career Paths that enable both horizontal and vertical career development. 4) Alignment of incumbent qualifications, scope of responsibility, authority, position structures and compensations are appropriately aligned across the City. DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 Revolution Advisors Compensation and Career Path SOW January 20, 2017 2 | P a g e Scope Revolution Advisors will be responsible for the following services. 1. Manage the design and implementation planning of the Job Architecture program. 2. Complete job architecture design and development for the remaining Service Areas: a. Police b. Community & Ops Services c. Cross-Organizational Jobs Includes analysis and development future job structures, roles and compensation. 3. City-wide calibration to create clear understanding of challenges and opportunities, while analyzing potential resolutions to sustain appropriate alignment across the City. 4. Analysis and development of salary ranges based on market pricing benchmarks. 5. Development of recommended Compensation Policy updates, Incentive Plan and Job Evaluation Processes in alignment with Total Rewards Strategy. 6. Support Council Finance in the new pay plan approval. 7. Enabling support of key communications, training plan and education to prepare for system development and deployment planning activities. The project will focus on analyzing Fort Collins against best-in-class public and private sector organizations using publicly-available and proprietary compensation benchmark data. Revolution Advisors will work collaboratively with the City to ensure that the appropriate benchmarks are identified at the start of the project. DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 Revolution Advisors Compensation and Career Path SOW January 20, 2017 3 | P a g e Timeline The key activities associated with project are below: 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 the City to minimize any disruption associated with this through effective communications. Deliverables The deliverables for this project will include: Target Completion Date Deliverable 01/31/2017 Program Plan & Approach 03/30/2017 Job Architecture Mapping – Level Guides, Functional Summaries, Job Titles 06/30/2017 City-wide Calibration Facilitation 08/31/2017 Market Pricing & Analysis, Job Evaluation Process Design, Incentive Program Design, Compensation Policy Updates 08/31/2017 System and Deployment Plan Support 10/31/2017 Pay Plan Approval Presentation Timing and Assumptions The overall project timeline is anticipated to be 37 weeks from project launch. Project launch would be targeted for January 11 - October 31, 2017. 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.  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 Service Area Kick-off. DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 Revolution Advisors Compensation and Career Path SOW January 20, 2017 4 | P a g e  Market Range and Compensation analysis will focus primarily on positions in each service area with multiple incumbents with appropriate market comparators; it is estimated that 60% of the positions in each service area will be directly benchmarked.  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. The Project Manager will engage the proper resources to support the implementation to include: process, training, communications, system updates, etc. See Exhibit B for detailed resource assumptions.  RA will create ADA requirements and Functional Requirement Summaries for all roles.  The City will do 20% of the job level mapping and impact analysis work.  The City will conduct all calibration sessions – RA to provide support and to create materials.  The City will be responsible for final employee mapping decisions.  The City will do 25% of the market pricing for ~200 roles and incur fees associated with market surveys.  Revolution Advisors will have periodic access to City Leadership throughout the project for the purpose of data gathering, feedback, decision making, including key deliverable review.  The City will provide administrative support for scheduling meetings, including appropriate meeting facilities.  Communication and training materials will be developed and delivered by the City to all appropriate employees and external community stakeholders with enabling support from Revolution Advisors. Should any of these assumptions prove not to be true, the project timeline and/or fees may be impacted. DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 Revolution Advisors Compensation and Career Path SOW January 20, 2017 5 | P a g e Fees Phase III Job Architecture Phase & Deliverables Costs (Fixed Fee) Program & Change Planning $40,000 Job Architecture: Police, Community & Ops Svc, Cross-Organizational $125,440 Calibration, Market Pricing & Analysis(1), System & Deployment Planning, Compensation Policy Updates, Incentive Program Design, New Pay Plan Approval $133,000 PHASE III SERVICES TOTAL $298,440 PHASE III EXPENSE TOTAL(2) $6,003 (1)Fees do not include cost of market surveys. (2)Compensation analyst to be on-site ~2 days/week for the duration of the project ~69 days (Jan – Oct). Monthly installments will be billed in the amount of $33,160 (Feb – Oct). Expenses to be billed when incurred. Appendix A: Implementation Sequence Phase Timing Service Areas Status Phase II 2016 Executive Services Complete Phase II 2016 Judicial Services Complete Phase II 2016 Legal Services Complete Phase II 2016 Planning, Development & Transportation Complete Phase II 2016 Sustainability Services Complete Phase II 2016 Utility Services Complete Phase II 2016 Financial Services Complete Phase II 2016 Information & Employee Services Complete Phase III Q1 2017 Community & Operation Services Not Started Phase III Q1 2017 Police Services Not Started Phase III Q1 2017 Cross-Organizational Jobs Not Started Implementation Sequence DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0 Revolution Advisors Compensation and Career Path SOW January 20, 2017 6 | P a g e Appendix B: Resource Assumptions CFC Core Team # Role Name Duration Wks Allocation Responsibilities/ Deliverables 1 Executive Sponsor Teresa Jan – Oct 37 5% City Engagement, Program Decisions, Calibration, Pay Plan Approval 2 PM, CM, Compensation Process Owner Jamie Jan – Oct 37 30% Program Plan, Change Plan, City Engagement, Deliverable Approval (All), Calibration, System & Deployment Plans, Pay Plan Approval 3 Compensation Lead Steve Jan – Oct 37 25% City Engagement, Job Architecture Families/ Sub-Families, Job Level/Title Mapping, Calibration, Market Pricing and Impact Analysis, Job Evaluation Process Design 4 Training Lead Doreen Aug – Oct 37 10% Training Plan 5 Communications Lead David Jan – Oct 37 10% Communication Plan & Materials (Internal/External) 6 SA Directors/ Designee SA Director/ Designee Jan – Oct(1) 37 10% Data Requests, Job Architecture design reviews, SA Communication 7 HR Business Partners Catherine Deb Jan – Oct(1) 37 10% Data Requests, Job Architecture design reviews, SA Communication (1): Primary involvement will be Jan – Apr with less engagement after the completion of the JA design. Consulting Core Team # Role Name Duration Wks Allocation Responsibilities/ Deliverables 1 Engagement Lead Brian Jan – Oct 37 10% City Engagement, Program Guidance, Comp Policy, Incentive Plan, Job Evaluation Process, Pay Plan Approval 2 PM/CM Kristina Jan – Oct 37 25% City Engagement, Program Plan, Change Plan, System & Deployment Planning 3 Compensation SME Brandi Jan – Oct 37 25% City Engagement, Job Architecture Families/ Sub-Families, Job Level/Title Mapping, Functional Summaries, Calibration, Market Pricing and Impact Analysis, Pay Plan Approval 4 Compensation Analyst Karin Jan – Oct 37 50% City Engagement, Job Architecture Families/ Sub-Families, Job Level/Title Mapping, Functional Summaries, Calibration, Market Pricing and Impact Analysis DocuSign Envelope ID: E83B51E2-12CF-4355-9DCD-31E1EDE390B0