Will employees be able to see the results of the study?

Typically, at the conclusion of a study such as this one, there are various employee communications that are drafted and distributed to summarize the findings and/or the plans going forward. Implementing the study recommendations can be a complex and time-consuming process. Obviously, the city leaders must carefully consider the relative costs and benefits, affordability, and sustainability of any study recommendations in a fiscally responsible manner. 

As part of the budget development and approval process, which requires involvement and collaboration by City senior leadership, the mayor, and the City Council, changes and enhancements are carefully planned, sometime for the next fiscal year which begins July 1 and runs through June 30 of each year, and sometimes this is needed across multiple fiscal years. Union negotiations occur throughout these timeframes for consideration and incorporation into Bargaining Agreements. 

Employees can expect that communications related to this study will continue, just as they have with the Town Hall meetings. Additionally, much of the work will be apparent to employees, such as the resulting updates to the job descriptions, changes to salary guidelines, and modifications to pay schedules. Please keep in mind that there are specific procedural requirements characteristic of a merit system environment, and therefore, certain approvals are needed by the Civil Service Board and the City Council, prior to implementation.

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1. What is the targeted completion date for the Classification and Compensation Study?
2. Which government jurisdictions were selected to be included in the study and why?
3. Will the study address pay compression issues?
4. Is the study examining compensation and classification for current employees or new hires?
5. Will the study analyze any potential income disparities or inequities that might be based on gender or race?
6. Will the study’s analysis of compensation include employee benefits?
7. Is the study intended to help employees with their pay or is it intended to reduce employees’ pay?
8. Will the study possibly result in new classifications, or will it be restricted to just potential reclassifications?
9. Is an individual’s workload considered in determining what the job is worth?
10. Will PRM Consulting staff meet with City employees individually, or as a group, to gather job information for updating the job descriptions?
11. In revising the job descriptions, will the study consider the fact that some employees may not have good writing skills, while others may be prone to self-promotion and exaggeration?
12. Will employees be able to see the results of the study?