Public Sector Personnel Consultants, Inc 7/27/2023

Page 12 of 25 8. Longevity incentives. 9. Impact of other post-employment benefits, such as retiree medical. 10. Recruitment and retention incentives. 11. Education benefits and tuition assistance. 12. Parking paid by employer or borne by employee. 13. Other pay or incentives as determined by the survey. 2.6 DELIVERABLES The supplier will prepare a fully documented final report with recommendations including implementation options and costs for each option. This report shall include the steps and strategies necessary for implementing each option, with the objective of minimizing the amount of movement across grade levels for the employees, and to keep the fiscal impact of the recommendations and implementation options to a level that can be managed over time. This list is a summary of significant project deliverables. However, it is not representative of every deliverable the City expects from the selected supplier. a. Salary survey and benefit analysis reports. b. Evaluation of each job description. c. Review of AFSCME step pay plan. d. Review of Non-Represented pay for performance step plan. e. Proposed placement of classifications within respective step plans. f. Communication materials and employee educational meetings. g. Human Resources staff training for evaluation of documentation. 2.7 PROPOSED TIMELINE The City’s desire is to complete the analysis by November 2023. The City envisions a phased planning process over the next six (6) to nine (9) months which must include at a minimum: 1. Scoping Phase o Meet with City staff to determine expectations and desired outcomes. o Review City of Everett existing salary and benefit plans, ordinances and efforts already created. 2. Data Gathering and Analysis Phase o Gather and review City classifications and associated compensation. o Gather and review classifications and associated compensation of comparable public sector organizations.