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<br />10 | 2025 Arthur J. Gallagher & Co <br />‒ Market position requirements for critical job families <br />‒ Organizational design considerations and reporting relationships <br />‒ Career progression pathway requirements <br />• Implementation Analysis <br />Financial analysis to evaluate implementation approaches: <br />‒ Individual employee placement modeling based on defined criteria <br />‒ Development of up to three implementation scenarios <br />‒ Compression/inversion identification and remediation planning <br /> <br />System Sustainability Plan <br />Our approach ensures the City can maintain and evolve the compensation system independently: <br /> <br />• Comprehensive Documentation & System Integration <br />Development of system documentation and transfer of data in formats compatible with the City's HRIS system, enabling <br />smooth integration with existing technology. <br />• Administrative Knowledge Transfer <br />Implementation of our training approach: <br />‒ Thorough training for HR staff on system maintenance <br />‒ Development of administrative tools and decision support materials <br />‒ Creation of position evaluation guides and procedures <br />‒ Establishment of ongoing monitoring and adjustment processes <br />• Long-term Maintenance Planning <br />Development of a sustainable maintenance approach: <br />‒ Annual review methodology and timeline <br />‒ Market monitoring recommendations and data sources <br />‒ Position evaluation guidelines for new or changed positions <br />‒ Budget planning guidance for annual structure adjustments <br /> <br />Our final deliverable will include a comprehensive report detailing methodologies, findings, and recommendations, along with all <br />necessary implementation tools and documentation. This deliverable will provide the City with both immediate implementation guidance <br />and long-term direction for compensation management. <br /> <br />Work Plan: <br /> <br />The work plan proposed is designed to provide the flexibility necessary to attract, retain, and motivate employees to provide quality <br />services and ensure the system is not an administrative and/or costly burden to the City now or in the future. Gallagher has integrated <br />the Scope of Services into our phased approach and deliverables to address the City’s requests. All phases will require that designated <br />the City - team members and Gallagher have ongoing status meetings to explain the process, review the project's progress, review <br />draft materials, address questions, and discuss next steps. <br /> <br />The phased work plan is as follows: <br /> <br />PHASE 1: STRATEGIC ALIGNMENT, PROJECT INITIATION, & STUDY ADMINISTRATION <br />Our engagement begins with a comprehensive strategic alignment phase designed to establish clear governance structures and <br />critical success parameters: <br /> <br />• Executive Strategy Session / Preliminary Meeting (Week 1) <br />− Facilitate session with executive leadership <br />− Confirmation of organizational priorities and talent philosophy <br />− Alignment of compensation strategy with business objectives <br />− Risk assessment and mitigation planning <br />− Finalization of project scope parameters <br />