01/07/2008 Council Packet - Laserfiche WebLink

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Human Resource Audit 1 1. Human Resource Audit A. Project Initiation B. Position Description • The proposed project approach and study methodology are outlined below. The scope of services, tasks and staffing necessary to successfully complete this project are discussed in subsequent sections of this proposal. Springsted is willing to adjust any aspect of this study to respond to the City' needs. The Springsted Project Director will meet with the City's Director of Administration who has been identified as the designated project manager for this project, and other appropriate personnel to establish working relationships and to finalize a comprehensive work plan and timetable. At this meeting we will request that the City project manager provide us with the background materials necessary to conduct this study, including current position descriptions, job evaluation information, performance evaluation documents and other relevant classification and compensation documents, a copy of each labor agreement currently in effect and other relevant data. This information will be evaluated to determine the status of existing human resource management programs and to identify apparent issues and opportunities. The purpose of the meeting is to: 1. Introduce the Project Director and the consulting team 2. Discuss the background and experience of Springsted and the consulting team 3. Discuss, in detail, the methodology to be used in conducting the study, Ascertain the major issues the City wants the study to address 4. Review the project schedule and determine significant milestones 5. Determine the frequency and content of status reports • In order to assess the existing Classification Plan, Springsted will meet individually with department heads to become familiar with department structure, hiring and retention issues, any concerns with the current classification plan, and any other issues that may need to be addressed during the course of the study. To develop the City's Compensation Philosophy, Springsted will meet individually with City Council members to collect information regarding compensation for the City's union and non -union staff, processes and practices of developing compensation strategies, desired standing relative to the City's established market, and performance based components to the compensation program. Springsted will review each of the position descriptions currently utilized by the City. The content of each description will be analyzed to make preliminary determinations as to whether any changes may appear necessary. The objectives of the positions, the essential duties and responsibilities, required knowledge, • skills, and abilities, and minimum qualifications will be reviewed as well as ensuring that bona fide occupational qualifications, registrations, licensing, City of Lino Lakes, Minnesota. Proposal to Conduct a Human Resources Audit