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PROJECT APPROACH & TIMELINE <br /> CITY OF LITTLE CANADA | MARCH 16, 2026 <br />RFP | CLASSIFICATION AND COMPENSATION STUDY PAGE 11 <br /> <br />opportunities to transition to a more flexible evaluation framework that supports future <br />position analysis and maintenance. <br />1.2 Employee Engagement and Communication <br />MGT offers a variety of communication support to orient employees to study goals. MGT <br />often holds 1-2 orientation sessions with staff to introduce data collection activities, <br />outline expected employee involvement, and provide an overview of the job analysis <br />process to encourage staff engagement. MGT’s facilitators will provide an overview of the <br />Job Analysis Questionnaire (JAQs) process, walk through the form, and answer employee <br />questions. A recorded version of the presentation will be made available to those unable <br />to attend. <br />Following the orientation, MGT will distribute JAQs. Messaging will be tailored to the <br />audiences (employees, department heads, and executive leadership) to ensure a <br />consistent understanding of the study’s purpose, timeline, and expectations. Tools may <br />include talking points, email templates, FAQs, and messaging coordinated through <br />internal leadership to build awareness and engagement. <br />Deliverables <br />• Kickoff meeting agenda and summary <br />• Initial data request checklist <br />• Project team communication plan <br />• Employee communication plan <br />TASK 2.0: JOB DATA COLLECTION AND ANALYSIS <br />Activities <br />2.1 Job Analysis Questionnaire (JAQ) Administration <br />This activity focuses on gathering employee data and reviewing the City’s current <br />classification system to ensure it reflects actual job content and organizational needs. We <br />will take a collaborative, employee-inclusive approach to job analysis using clear, <br />structured processes tailored to the size, structure, and operational complexity of the City. <br />MGT tailors the use of the JAQ process to gather any necessary data for study analyses <br />while minimizing interruptions to employees’ daily work routines. MGT will issue JAQs to <br />employees to gather detailed information about current job duties, responsibilities, <br />required qualifications, working conditions, and other factors. This structured input is <br />essential to understanding what work is performed across the organization and provides <br />the basis for job classification and market alignment. The JAQ may be administered via a <br />Word document, online survey, interview, and/or focus group. <br />Commonly, supervisors review employee-completed JAQs to confirm content accuracy <br />and offer additional context. Supervisors cannot change the employee data; they can only <br />add comments. In addition to the JAQ data review by supervisors, the supervisor JAQ <br />process includes a section in which supervisors may provide further input regarding any <br />concerns for the given position, such as but not limited to issues of recruitment, retention, <br />pay issues, career advancement gaps, outdated job titles, or exemption status concerns. <br />Early insights into these concerns gathered help the MGT project team refine our <br />approach and focus to ensure all aspects of the study are specifically tailored to the areas <br />of most concern to the City and support relevant and practical recommendations at <br />project completion.