Public Sector Personnel Consultants, Inc 7/27/2023

Page 9 of 25 SECTION 2 – SCOPE OF WORK 2.1 CITY OF EVERETT Everett is located approximately twenty-five (25) miles north of Seattle. With a population of roughly 112,000 spanning over forty-eight miles, Everett is the largest city in Snohomish County and the seventh largest in Washington State. The City of Everett is a first-class charter municipal corporation that operates under an elected Mayor and seven-member City Council. The City has a workforce who provide a wide array of municipal services, including police, fire, emergency medical services, street maintenance, planning and zoning, libraries, parks and recreation, and general administrative services. Additionally, the City operates five enterprises or revenue-generating divisions: water and sewer utility, solid waste, recycling utility, two golf courses, a transit system, and a parking garage. 2.2 OVERVIEW There are currently 1,224 full time and 37 part time or seasonal personnel of all types on the City payroll. The workforce is a combination of union-represented and non-union personnel, spread across approximately 365 unique job titles. The City’s labor groups consist of AFSCME, Everett Police Officer’s Association, Everett Police Management Association, Crafts, IAFF, and ATU. This compensation survey will concentrate on classifications represented by AFSCME as well as the City’s unrepresented “Appointive” classifications. This represents approximately 156 AFSCME and 175 non- represented classifications, which can be found in Appendix A. The basic premise for this work is reviewing the City of Everett’s salary schedule, job classifications, and the duties performed by said positions, to ensure classifications are compensated at an externally competitive and internally equitable rate across the City based on the level of authority, scope of responsibility, and the knowledge, skills and abilities required for each position. The selected supplier will be making determinations based on job descriptions as they are currently written and with any necessary clarification or updated information provided by the City’s Human Resources (HR) Department upon request. The selected supplier will be tasked with collaborating with the city in the development of a comparator agency list. The supplier will survey the identified comparators to gather compensation data for each classification. Once finalized, the supplier will recommend the placement of the classifications in pay ranges based on external market competitiveness and internal equity. The recommendations will be reviewed with the HR Director, Civil Service Chief Examiner, and City Administration. The review will include looking for consistency across departments for similar jobs with respect to skills, knowledge, abilities, education, and experience requirements, as well as consistency in form and substance with other jobs in the relevant or comparable classifications.