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MR COMPENSATION CONSULTANTS, LLC
Professional Services Agreement
For Compensation Consulting
Village of Tequesta
345 Tequesta Drive
Tequesta, FL 33469
Prepared by:
Katie Miller Busch
HR Compensation Consultants, LLC
P.O. Box 741210
Boynton Beach, FL 33474
(561) 734-3901 office
(561) 573-1460 cellular
This Agreement (the "Agreement") is entered into as of 44W611J m,D 2018, between the
Village of Tequesta ("the Village"), a Florida municipal corporation, a d HR Compensation Consultants,
LLC ("HRCC").
1. Independent Contractor: Consultant. Subject to the terms and conditions of this Agreement, the Village
hereby engages HRCC as an independent contractor to perform the services set forth herein, and HRCC
hereby accepts such engagement. This Agreement shall not render HRCC an employee, partner, agent
of, or joint venture with the Village for any purpose. HRCC is and will remain an independent contractor
in its relationship to the Village. The Village shall not be responsible for withholding taxes with respect
to HRCC's compensation hereunder. HRCC shall have no claim against the Village hereunder or otherwise
for vacation pay, sick leave, retirement benefits, social security, worker's compensation, health or
disability benefits, unemployment insurance benefits, or employee benefits of any kind. HRCC may use
independent contractors from time to time to provide services to the Village(individually,a "Consultant",
and collectively, "Consultants"). In such cases, each Consultant shall be considered by Village as an agent
of HRCC and HRCC shall bear all responsibility to Village for the conduct and performance of each
Consultant.
2. Duties, Scheduling, Term, Compensation and Expenses. HRCC's duties, term and scheduling of
engagement, compensation and provisions for payment thereof shall be as set forth in the attached
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Professional Services Agreement between the Village of Tequesta
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Exhibit A,which may be amended from time to time as mutually agreed upon by the parties in accordance
with paragraph 18 below, and which collectively are hereby incorporated by reference.
3. Written Reports. The Village may request that project plans and progress reports be provided by HRCC
on a periodic basis, or more frequently upon the written request of the Village.
4. Equipment &Software. HRCC shall supply all equipment or software necessary to complete the work.
5. Ownership,The Village shall have all ownership rights in any tangible work products resulting from this
engagement. HRCC and the Village shall have joint ownership rights in any new ideas, concepts, or other
intellectual property that is created or discovered as a result of the collaboration of the parties.
6. Public Records. HRCC acknowledges that the public shall have access, at all reasonable times, to certain
documents and information pertaining to Village contracts, pursuant to the provisions of Chapter 119,
Florida Statutes. HRCC agrees to maintain public records in its possession or control in connection with
its performance under this Agreement and to provide the public with access to public records in
accordance with the record maintenance, production and cost requirements set forth in Chapter 119,
Florida Statutes, or as otherwise required by law. HRCC shall ensure that public records that are exempt
or confidential from public records disclosure requirements are not disclosed except as authorized by
law. Unless otherwise provided by law, any and all reports, surveys, and other data and documents
provided or created in connection with this Agreement are and shall remain the property of Village. In
the event of termination of this Agreement by either party, any reports, photographs, surveys and other
data and documents and public records prepared by, or in the possession or control of, HRCC, whether
finished or unfinished, shall become the property of Village and shall be delivered by HRCC to the Village
Manager, at no cost to the Village, within seven (7) days of termination of this Agreement. All such
records stored electronically by HRCC shall be delivered to the Village in a format that is compatible with
the Village's information technology systems. Upon termination of this Agreement, HRCC shall destroy
any duplicate public records that are exempt or confidential and exempt from public records disclosure.
Any compensation due to HRCC shall be withheld until all documents are received as provided herein.
HRCC's failure or refusal to comply with the provisions of this section shall result in the immediate
termination of this Agreement by the Village.
7. Access and Audits. The Village may, at reasonable times, and for a period of up to three (3) years
following the termination of this Agreement, audit, or cause to be audited, those books and records of
HRCC that are related to HRCC'S performance under this Agreement. HRCC agrees to maintain all such
books and records at its principal place of business for a period of three (3) years after the termination
of this Agreement.
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Professional Services Agreement between the Village of Tequesta
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8. Conflicts of Interest; Non-hire Provision. HRCC represents that it is free to enter into this Agreement and
that this engagement does not violate the terms of any agreement between HRCC and any third party.
During the term of this Agreement, HRCC shall devote as much productive time, energy and abilities to
the performance of the duties hereunder as is necessary to perform the required duties in a timely and
productive manner. HRCC is expressly free to perform services for other parties while performing services
for the Village. For a period of six months following any termination, HRCC shall not, directly or indirectly
hire,solicit,or encourage to leave the Village's(or any affiliate of the Village)employment,any employee,
consultant, or contractor of the Village (or an affiliate of the Village) or hire any such employee,
consultant, or contractor who has left the Village's employment or contractual engagement within six
months of such employment or engagement.
9. Right to Injunction. The parties hereto acknowledge that the services to be rendered by HRCC under this
Agreement and the rights and privileges granted to the Village under the Agreement are of a special,
unique, unusual, and extraordinary character which gives them a peculiar value, the loss of which cannot
be reasonably or adequately compensated by damages in any action at law, and the breach by HRCC of
any of the provisions of this Agreement will cause the Village irreparable injury and damage. HRCC
expressly agrees that the Village shall be entitled to injunctive and other equitable relief, in addition to
monetary damages, in the event of, or to prevent, a breach of any provision of this Agreement by HRCC.
Resort to such equitable relief, however, shall not be construed to be a waiver of any other rights or
remedies that the Village may have for damages or otherwise. The various rights and remedies of the
Village under this Agreement or otherwise shall be construed to be cumulative, and no one of them shall
be exclusive of any other or of any right or remedy allowed by law.
10. Merger. This Agreement shall not be terminated by the merger or consolidation of the Village into or
with any other entity.
11. Termination. The Village or HRCC may terminate this Agreement at any time without cause by providing
15 days' written notice to the other party.
If the Village terminates this Agreement without cause within the first two(2) months of contract signing,
the Village agrees to compensate HRCC the amount of the Retainer $2,722.50. The Village shall make
payments to HRCC for all work performed in accordance with the terms and conditions of this Agreement
up to the date of termination, and HRCC shall immediately return to the Village, without limitation, all
correspondence, reports, documents, and any other items of whatever nature supplied to HRCC by the
Village or owned by the Village pursuant to this Agreement. This without-cause-termination pay
(Retainer) is payable within ten (10) days of contract signing.
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Professional Services Agreement between the Village of Tequesta
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If HRCC terminates this Agreement without cause within the first two (2) months of contract signing,
HRCC agrees to reimburse the Village for any amounts received by HRCC pursuant to this Agreement,
including the Retainer paid to HRCC, less applicable monies for hours worked and pre-approved expenses
incurred.
In addition, if HRCC is guilty of serious misconduct in connection with performance hereunder, or
materially breaches provisions of this Agreement,the Village at any time may terminate the engagement
of HRCC immediately and without prior written notice to HRCC. However,the Village agrees to pay HRCC
within 30 days for pre-approved incurred expenses and un-paid hours worked up to the point of notice
to terminate with cause.
12. Successors and Assigns. All of the provisions of this Agreement shall be binding upon and inure to the
benefit of the parties hereto and their respective heirs, if any, successors, and assigns.
13. Applicable Law, Jurisdiction and Venue. This Agreement shall be construed and enforced in accordance
with the laws of the State of Florida. The parties submit to the jurisdiction of any Florida state or federal
court in any action or proceeding arising out of or relating to this Agreement. Venue for any action to
enforce this Agreement shall be in Palm Beach County, Florida.
14. Headings. Section headings are not to be considered a part of this Agreement and are not intended to
be a full and accurate description of the contents hereof.
15. Waiver. Waiver by one party hereto of breach of any provision of this Agreement by the other shall not
operate or be construed as a continuing waiver.
16. Assignment. HRCC shall not assign any of its rights under this Agreement, or delegate the performance
of any of its duties hereunder, without the prior written consent of the Village.
17. Notices. Any and all notices, demands, or other communications required or desired to be given
hereunder by any party shall be in writing and shall be validly given or made to another party if personally
served, or if deposited in the United States mail, certified or registered, postage prepaid, return receipt
requested. If such notice or demand is served personally, notice shall be deemed constructively made at
the time of such personal service. If such notice, demand or other communication is given by mail, such
notice shall be conclusively deemed given five (5) days after deposit thereof in the United States mail
addressed to the party to whom such notice, demand or other communication is to be given as follows:
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Professional Services Agreement between the Village of Tequesta
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If to HRCC: Katie Miller Busch, HR Compensation Consultants, LLC
P.O. Box 741210, Boynton Beach, FL 33474
If to the Client:
Village of Tequesta
345 Tequesta Drive
Tequesta, FL 33469
Any party hereto may change its address for purposes of this paragraph by written notice given in the
manner provided above.
18. Modification or Amendment. No amendment, change or modification of this Agreement shall be valid
unless in writing signed by the parties hereto.
19. Entire Understanding. This document and any exhibit attached and/or amendments made pursuant to
paragraph 18 above constitute the entire understanding and agreement of the parties, and any and all
prior agreements, understandings, and representations are hereby terminated and canceled in their
entirety and are of no further force and effect. The Proposal dated January 12, 2018 is in incorporated
in Exhibit A by reference.
20. Unenforceability of Provisions. If any provision of this Agreement, or any portion thereof, is held to be
invalid and unenforceable, then the remainder of this Agreement shall nevertheless remain in full force
and effect.
21. Indemnification. HRCC shall indemnify,defend and hold harmless the Village, its officers,officials,agents,
employees,and volunteers from and against any and all liability, suits,actions,damages,costs, losses and
expenses, including attorneys' fees, demands and claims for personal injury, bodily injury, sickness,
diseases or death or damage or destruction of tangible property or loss of use resulting therefrom, arising
out of any errors, omissions, misconduct or negligent acts of HRCC, its respective officials, agents,
employees or subcontractors in HRCC'S performance of services pursuant to this Agreement. HRCC
acknowledges that specific consideration has been paid or will be paid under this Agreement for this
indemnification provision. Nothing in this Agreement shall be deemed or treated as a waiver by the
Village of any immunity to which it is entitled by law, including but not limited to the Village's sovereign
immunity as set forth in Section 768.28, Florida Statutes.
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22. Insurance. HRCC shall purchase and maintain during the duration of this Agreement and after the
expiration of this Agreement as provided below, the following insurance coverage:
a. Worker's compensation and employer's liability coverage for HRCC's legal and statutory obligations
for damages due to bodily injuries occurring to HRCC's employees, agents or servants as a result of
employment.
b. General and professional liability covering HRCC,its agents,employees,and servants for bodily injury,
personal injury,or property damage claims arising out of the premises, products or activities of HRCC.
Minimum limits of liability for the above coverage shall be$1,000,000 per occurrence. Coverage shall
be five hundred thousand ($500,000) per occurrence.
c. Unemployment insurance as required by law for all employees.
HRCC shall provide the Village with certificates of insurance as evidence that all coverage required under
this Agreement have been obtained and are in full force and effect. HRCC shall provide certificates of
insurance to the Village within five (5) days of the effective date of this Agreement and/or within five (5)
days of a request made by the Village.
IN WITNESS WHEREOF the undersigned have executed this Agreement as of the day and year first written
above. The parties hereto agree that facsimile signatures shall be as effective as if originals.
The Village of Tequesta HR Compensation Consultants, LLC
----------------------------------
Signature: Signature:
l/
Printed Name: MI ,h(1e-) coujQ Katherine M. Busch, President
Date: 7- —2O/8 Date:
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Professional Services Agreement between the Village of Tequesta
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EXHIBIT A
PROPOSAL
January 12, 2018
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Professional Services Agreement between the Village of Tequesta
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PUBLIC RECORDS. In accordance with Sec. 119.0701, Florida Statutes,
CONTRACTOR must keep and maintain this Agreement and any other
records associated therewith and that are associated with the
performance of the work described in the Proposal or Bid. Upon request
from the Village's custodian of public records, CONTRACTOR must provide
the Village with copies of requested records, or allow such records to be
inspected or copied, within a reasonable time in accordance with access
and cost requirements of Chapter 119, Florida Statutes. A CONTRACTOR
who fails to provide the public records to the Village, or fails to make them
available for inspection or copying, within a reasonable time may be
subject to attorney's fees and costs pursuant to Sec. 119.0701, Florida
Statutes, and other penalties under Sec. 119.10, Florida Statutes. Further,
CONTRACTOR shall ensure that any exempt or confidential records
associated with this Agreement or associated with the performance of the
work described in the Proposal or Bid are not disclosed except as
authorized by law for the duration of the Agreement term, and following
completion of the Agreement if the CONTRACTOR does not transfer the
records to the Village. Finally, upon completion of the Agreement,
CONTRACTOR shall transfer, at no cost to the Village, all public records in
possession of the CONTRACTOR, or keep and maintain public records
required by the Village. If the CONTRACTOR transfers all public records to
the Village upon completion of the Agreement, the CONTRACTOR shall
destroy any duplicate public records that are exempt or confidential and
exempt from public records disclosure requirements. If the CONTRACTOR
keeps and maintains public records upon completion of the Agreement,
the CONTRACTOR shall meet all applicable requirements for retaining
public records. Records that are stored electronically must be provided to
the VILLAGE, upon request from the Village's custodian of public records,
in a format that is compatible with the Village's information technology
systems.
IF CONTRACTOR HAS QUESTIONS REGARDING THE
APPLICATION OF CHAPTER 119, FLORIDA STATUTES, TO
CONTRACTOR'S DUTY TO PROVIDE PUBLIC RECORDS
RELATING TO THIS AGREEMENT, PLEASE CONTACT THE
VILLAGE CLERK, RECORDS CUSTODIAN FOR THE VILLAGE, AT
(561) 768-0685, OR AT Immilliams@teguesta.org, OR AT 345
TEQUESTA DRIVE,TEQUESTA, FLORIDA 33469.
HR COMPENSATION CONSULTANTS,
•
•
HR Compensation Consultants, LLC
Katie M. Busch, President/Owner
P. O. Box 741210, Boynton Beach, Florida 33474
www.hrcompconsultants.com
katiebusch@ hrcom pco nsu ltants.com
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Proposal for the Village of Tequesta
FRIM:
HR COMPENSATION CONSULTANTS, LLC
January 12, 2018
Merlene Reid, Human Resources Director
Village of Tequesta
345 Tequesta Drive
Tequesta, FL 33469
Dear Merlene,
HR Compensation Consultants, LLC (HRCC) is pleased to submit a proposal to the Village of
Tequesta for compensation consulting services_The organization is seeking a consultant to align
35 non-union jobs in a new classification plan and conduct pay analysis with the result being a
new pay plan for the Village.
We hope you will find that HRCC's excellent qualifications and solid project management and
communications experience will be a good fit for your organization. We pride ourselves on
providing a high level of customer service and tailoring our pay plans to meet the needs of each
client. Our references will attest to this.
Sincerely,
Katie Miller Busch
President/Owner
P,O, Box 741210 Boynton Beach, FL 334741 561.734.3901 FAX 561,491.5187
www.hrcompconsultants.com
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Proposal for the Village of Tequesta
Table of
Tableof Contents.......................................................................................................................................3
SectionA: Executive Summary.............•..................................................................................................4
CompanySpecifics.................................................................................................................................4
Description of Background and Experiencc.......................................................................................4
Our Understanding of Your Project....................................................................................................5
ProjectCommunications and Presentations.......................................................................................5
Gather Updated Job Information.........................................................................................................5
Gather Market Data and Create a New Plan......................................................................................y
New Plan Implementation&Maintenance........................................................................................6
SectionB:Approach to Services...............................................................................................................7
ProjectCommunications.......................................................................................................................7
Project Planning and Status Update Calls..........................................................................................7
Gather Updated Job Information.........................................................................................................7
New Classification Methodology........................................................................................................8
MarketSurvey......................................................................................................................................10
FinalDeliverables.................................................................................................................................11
SectionC: Schedule..................................................................................................................................12
SectionD:Cost..........................................................................................................................................13
Section E:Firm's Qualifications............................................................................. ...... 14
.........................
SectionF:Reference Letters....................................................................................................................23
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Proposal for the Village of Tequesta
Section
Company Specifics
HR Compensation Consultants, LLC
P. 0. Box 741210, Boynton Beach, Florida 33474
Principal: Katie M. Busch
Office: 561.734,3901 Cell: 561.573.1460
Fax: 561.491.5187
Email: katiebusch@hrcompconsultants.com
Website: www.hrcompconsultants.com
EIN: 26-2390806
Florida Minority Business Enterprise#24790802
Description of Background and Experience
HR Compensation Consultants is a multifaceted consulting firm providing individualized human
resources services. HRCC was formed in 2003 to offer Human Resource and Compensation
consulting to a variety of organizations including global companies, non-profits, government
agencies and small entrepreneurial firms. HRCC officially became a limited liability corporation in
April 2007. HRCC is also certified by the state of Florida as a Minority Business Enterprise.
I Total Rewards
Strategy
FRCC
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Proposal for the Village of Tequesta
Our Understanding of Your Project
The Village of Tequesta (Village) is seeking a consultant to
analyze compensation data for 35 non-union positions and
develop new pay ranges. HRCC has extensive experience in Review JDs
developing and implementing classification and
compensation plans and we typically complete the following
tasks: '
Create lob
Framework
Project Communications and Presentations
• HRCC will conference with the Project Liaison to
Analyze Labor
ensure an understanding of the organization's Market Pay
objectives for this project
• HRCC can also meet with Department Heads to
discuss the study and share the methodology, Create Pay
process, and tasks to be used Framework
• During the project, HRCC will provide status updates
every ten (10)days to the Project Liaison
Gather Updated Job Information
• HRCC would like to conference Department Heads to better understand departmental
operations, how jobs align internally and any recruitment or retention difficulties
• HRCC can use a Position Questionnaire (PQ) to gather job-task information on all
employee positions and work with the HR Department to verify job descriptions and
classifications
• HRCC will review the Village's job-task information in current job descriptions
• HRCC recommends the use of its Role and Level Classification Methodology to determine
how classifications should be placed in the organization's hierarchy and:
• review the organization's jobs to ensure proper FLSA designation of
classifications as "exempt" or"non-exempt"
• recommend classification series and levels within the series(i.e. 1/II,Senior/Lead,
etc.)
Gather Market Data and Create a New Plan
• HRCC will review base pay data from CompAnalyst,a salary data warehouse and the PEPIE
Survey
• Work with the Village to identify a labor market of three (3) public-sector organizations
around the Village
• Work with the Village to identify key benchmark classes to be included in the salary survey
• Conduct a comprehensive survey that utilizes comparable agencies and markets that not
only assess job titles, but also account for actual corresponding job duties and
responsibilities
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Proposal for the Village of Tequesta
• Based upon the results of the compensation analysis and the review of internal
relationships between classifications, HRCC will recommend a new Job and Pay
Framework for the organization
New Plan implementation & Maintenance
• HRCC will recommend an appropriate salary range for each existing or proposed job
classification based on the Job Framework, the internal relationships and equity, and on
the compensation analysis
• Based upon the recommended Pay Framework, HRCC will review existing salaries to
determine proper placement within the proposed pay ranges and recommend
appropriate "equity adjustments" as needed
• HRCC will provide an estimate of the fiscal impact of the recommended changes with two
(2) implementation scenarios, including a phased approach, if needed
• HRCC will document our recommendations, including the methods, techniques and data
used to develop the new job and Pay Framework
• HRCC will recommend procedures, policies, and methods to maintain the new plan and
provide training to the Project Liaison
• HRCC will provide on-going ad-hoc support to the Project Liaison in the implementation
of the new plan, through 2018
The specifics on the recommended methodology to complete the organization's objectives in
developing a new Job and Pay Framework is provided in Section B: Approach to Services.
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Proposal far'he Village of Tequesta
Section i Approach • Services
Project Communications
HR Compensation Consultants, LLC (HRCC) strongly believes that success is best achieved by
maximizing client communication and participation throughout the project. Our experience has
demonstrated that successful projects incorporate the following characteristics:
• clear understanding between the client and consultant regarding project goals,
objectives, scope, process, schedule, and products
• timely and responsive status updates to the Project's Liaison
• review and understanding of client's needs before and during the project
To that end, HRCC will conference with organization management at the beginning of the project
to ensure an understanding of the objectives of the organization. HRCC wants to involve the
organizations staff in the study to ensure their understanding of the project goals, objectives,
process and deliverables. Typically, we do this by meeting with Department Heads, At the
beginning of the project and at end of the study, HRCC provides employee communication
materials. HRCC will also make a presentation of project findings to the Village Council, if needed.
Project Planning and Status Update Calls
If awarded the project, the first step would be to define dates on the Project Timing chart,
establishing dates that are mutually agreeable to the organization and HRCC for project calls,
workflow, and progress reviews. We will then hold project status calls or provide status updates
weekly to keep you apprised of our progress and to answer any questions that arise.
HRCC needs the following administrative support provided by the organization:
• current organizational charts
• copies of all existing job descriptions
• current incumbent compensation and job information for each position
• information on recruitment and retention difficulties
• coordinate project status calls with the Project Liaison and telephonic meetings with
department heads and executive leadership
Gather Updated Job Information
An important first step in the development of a classification plan is to establish internal equity.
This step is best accomplished by having Department Heads, supervisors, and employees provide
information about the job content. HRCC can use the Village's current job descriptions for our
internal alignment review.
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Proposal for.he Village of Tequesta
As an option, the Village may want to use a Position Questionnaire (PQ) to gather updated
information on a select number of jobs. The PQ seeks to gather job related information in the
following areas:
• Job Summary- briefly describes the job's primary purpose and its contribution to the
location or organization
• General Responsibilities - lists the major accountabilities of the position and describes
the key duties or tasks performed to achieve these, providing additional detail:
o Rank the importance of the accountability
o Indicate the percentage of time spent on or frequency (weekly, monthly, etc.)
Mark whether this accountability is achieved by working with subordinate
employees
• Supervisory Responsibilities - lists the job titles supervised, the number of employees
supervised, and the personnel actions authority
• Budgetary Responsibility-describes the level of responsibility authorized without
consulting the supervisor
• Interactions with Others — lists which departments, services, or functions the person in
this job interacts with on a regular basis and segments them into "internal" versus
"external" groups
• Education, Experience, Knowledge, Skills & Abilities—describes the education,
experience and/or skills, abilities, or knowledge needed to perform effectively in the
position; also identifies specialized education, training, or knowledge and licenses,
certificates or registrations needed for the position
• Physical, Environmental, and Other Demands - describes the type of physical and
environmental conditions the employee is exposed to
New Classification Methodology
HRCC recommends that the organization use a simple Job Framework to support a new pay
structure. This Job Framework provides a better understanding of reward and career
development opportunities across the organization. The new classification model provides:
• an uncomplicated approach to defining and documenting the content of jobs
• a consistent way to determine the value of jobs within the client organization relative
to the outside job market
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Proposal for the Village of Tequesta
Illustrated below is a possible Job Framework that the organization could use. This model is
based on the role a job has, recognizes various levels of work (entry, intermediate, senior,
etc.), and allows for changes in organizational structure as changes occur. Based on the
organization's job titles, it is likely that the jobs can be slotted into the following Roles:
• Associate — service or production-related work that typically requires minimum skill.
Previous experience is preferred but not required for entry into the Role.
• Technician — service-related work that focuses on technical or specialized individual
contributor work; requires knowledge gained through technical certification and
previous experience for entry into the Role.
• Professional— higher level, technical or specialized individual contributor work; requires
knowledge gained through formal education.
• Leader — technical or specialized work that focuses on people management (hiring,
training, performance management, budgeting); highest levels include accountability for
strategic direction of organization; usually requires knowledge gained through formal
education.
Role&Level Job Fraunework
HRCC Grade Leader Professional Technician Associate
10 L5 P6
9 L4 P5
8 L3 P4
7 L2 P3
6 L1 P2 T5
5 P1 T4 A5
4 T3 A4
3 T2 A3
2 T1 A2
1 Al
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P•oposal for:he Village of Tequesta
Market Survey
HRCC will provide the organization with a compensation philosophy statement to guide the
organization's determination of the comparable labor market, market positioning,
implementation strategy, and pay plan maintenance. HRCC will use a market-pricing approach
with current base pay for key benchmark jobs to design a pay grade and range structure for the
organization that balances local market conditions and internal equity. When designed
correctly, this structure enables the recognition of differing rates of pay for performance and
guarantees a reasonable level of control over internal pay compression and salary expenditures.
HRCC will review pay data from up to five (5) sources.
• Compile data from three(3)public-sector organizations around the organization of similar
size and makeup
• PEPIE SURVEY
• CompAnalyst, formally Kenexa
HRCC reviews these factors impacting an organization's ability to recruit and retain employees:
• Location / proximity to your organization
• Size of service area in terms of population
• Similar services offered
• Any unique features of the organization
• Recruitment and retention experiences as provided by HR data and management
interviews
• Proximity to major highways and easy access points
HRCC works with the client to identify the most appropriate organizations to survey. HRCC will
draft an email for the client to notify the target group that is being surveyed. HRCC contacts
those organizations and encourages their participation. A separate report will be sent to each
participant as a "thank you", sharing a summary of the salary survey data.
HRCC will include base pay data from the most recent PEPIE Survey and will also include
information from the private sector where applicable. For private sector base pay data, HRCC
uses CompAnalyst. This data warehouse has market data for over 4,000 benchmark jobs across
20 industries in 240 US metropolitan areas and 30 employee size categories. The market survey
will obtain pay range information (minimum, midpoint, and maximum value) from public-sector
organizations.
HRCC will assign each organization job to a market competitive pay range. HRCC will provide a
grade order list of jobs to review with the organization. Once the new pay structure is developed
and all jobs have been assigned a new pay range, HRCC will analyze the organization's current
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Proposal for.he'Vilage o''equesta
employees' base pay and make recommendations for changes to address pay compression and
employees who may be "topped out". HRCC will provide a fiscal impact report for two (2)
implementation scenarios, including a phased-in approach if necessary.
Final Deliverables
HRCC will document the methodology used in developing our internal equity and pay
recommendations to ensure that the organization's new Job and Pay Framework is successful
in attracting and retaining a qualified and productive workforce. HRCC will review draft
recommendations with the Human Resources Director and Village Manager before providing a
final report and these deliverables:
• Market Analysis Report
• Grade Order List with Proposed Pay Ranges
• A comparison of current job titles to the proposed job titles, including FLSA status
• Classification Guide and Role & Level Guides to aid in the slotting of new jobs
• Compensation Administration Guidelines
• Implementation Plans, including employee proposed job title assignments and cost
analysis
• New job descriptions, as selected by the Village
• On-going ad-hoc support in the implementation of the new plan, through 2018
• Presentation to the Village Council
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Proposal for the Village of Tequesta
Section • '
MAJOR OBJECTIVE MAJOR TASKS 'TIMING
GATHER UPDATED JOB INFORMATION
HRCC reviews existing job • Gather the organizations organizational charts,employee
information. information,job descriptions,and pay practices.
• HRCC will conference with designated organization staff to Weeks 1-2
discuss the study and agree on methodology,process,and
tasks.
HRCC determines how • HRCC will identify each job's Role and Level. Weeks 3—6
classifications should be placed . HRCC will meet with Department Heads to explain study
in the organization's hierarchy. and processes to be used,and gain a better understanding Onsite
departmental operations,how jobs align internally and any
recruitment or retention difficulties_
GATHER MARKET DATA AND CREATE A NEW PAY PLAN
HRCC conducts a • HRCC surveys three(3)surrounding public sector Weeks 3-6
comprehensive pay evaluation organizations
of key benchmark positions. • Gather base pay data from CompAnalyst.
• Gather base pay data from the PEPIE survey.
HRCC recommends a new Job • HRCC develops a new pay plan based upon market data, Week 7
&Pay Framework. the balance with internal classification relationships and
the organization's desired market position.
NEW PLAN IMPLEMENTATION&MAINTENANCE
HRCC reviews existing salaries a Based upon the recommended pay plan,HRCC determines
to recommend appropriate proper placement within the proposed pay ranges. Week 8
"equity adjustments"as a HRCC provides an estimate of the fiscal impact of two(2)
needed. implementation scenarios.
HRCC documents • HRCC's final deliverables include an Executive Summary
recommendations and provides covering the methods,techniques and data used to Weeks 8-10
training to designated Project develop the new Job&Pay Framework.
Liaison. . HRCC will present to the Village Council,if needed.
HRCC provides on-going • HRCC will provide on-going ad-hoc support to the 2018
support. organization in the implementation of the new plan.
FRCC Page 12 of 23
Proposal for the Village of Tequesta
Section 1 Cost
The professional fees for our services are based on a blended hourly rate which includes the work
of a Project Manager, Consultant, Job Description Reviewer and administrative-support staff.
One (1) on-site visit for Department Head interviews are included in the fees.
New Job and Pay Framework: $9,075
It is anticipated that this project can start mid-February and should be completed in ten (10)
weeks. Work can begin within two weeks of receipt of a signed contract and 30% payment after
the initial Kick-off Call_ HRCC will then invoice 50% at the end of March and 20% with the Final
Deliverables. Our payment terms are net 30.
OPTIONAL TRAVEL: If the Village chooses additional onsite visits, HRCC would bill professional
fees separately at a flat rate of $1,450 per Consultant, per on-site day. Due to our proximity to
the Village, no directly related travel expenses will be incurred.
OPTIONAL JOB DESCRIPTIONS: If the Village were to choose this optional service, HRCC would
provide the Village with a Job Description Template and a "How to Write Job Descriptions Guide"
documenting the process for developing and updating job descriptions. The process typically
involved employees completing and supervisors reviewing the Position Questionnaires (PQs).
HRCC will then draft the job descriptions and request that supervisors review and comment
before HRCC makes final edits. HRCC's professional fees for writing job descriptions are $90 per
job description.
HRCC would be pleased to provide the organization with on-going HR and compensation-related
support on a per project basis, for projects outside the original scope of work. Our Contract
includes a Maintenance Agreement component, whereby the organization may request
additional support for an hourly rate (USD $165) through December 31, 2019.
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Proposal for the Village of Tequesta
SectionQualifications
Each member of the HRCC team contributes many years of outstanding expertise and experience
in their fields of specialty, from general HR management to information technology.
Principal has over 20 years of progressive compensation experience
• Consultants have over 15 years HR and compensation experience working with
private-sector, university, non-profit and public-sector clients
HRCC prides itself on managing a small number of projects at any given time. This allows our
consultants to provide high quality customer contact,focused analyses and solutions tailored to
meet the specific needs of each client.
K Busch J Busch
1 Admin Support
2 Data Analysts 1 IT Support
3 Compensation 1 Writer 1
Consultants Communications
The following four (4) team members will provide project lead work and be supported by our
Data Analysts;
• Katie Busch, GRPO, SHRM-SCP—Project Manager, Lead Compensation Consultant
• Hilary Bunch, M.Ed., SHRM-CP — Lead Project Communications and Job Description
Reviewer
• Jason Busch— Lead IT Support and Data Manager
• Diana Spielman—Data Analyst
The Bios start on the next page.
FRCC Page 14 of 23
Proposai far:he Village of Tequesta
KATIE M. BUSCH, GRPe, SHRM-SCP
PROJECT MANAGER AND LEAD COMPENSATION CONSULTANT
HIGHLIGHTS OF QUALIFICATIONS
Katie Busch is an accomplished HR professional and trusted leader with proven
success in motivating individuals to excel while promoting team work. Katie has
developed a Job Mapping and Market Pricing Tool, implemented new performance
management processes and programs driving employee pay-for-performance, and
administered annual merit and bonus payouts, while educating managers on
differentiating pay based on performance.
✓ Strong consensus building and consultative skills; self-confident and credible
change agent
✓ Excellent business partnering skills in developing solutions / alternatives to
compensation, HR & business issues
✓ Robust project-management, analysis, and presentation skills
✓ Skilled communicator; excels at establishing positive relationships with
clients and high-level personnel
PROFESSIONAL EXPERIENCE
HR Compensation Consultants, LLC, Boynton Beach, FL—Owner and President
Consulting company which assists organizations (private, not for profit and governments) with their HR
generalist and compensation needs, including: recruiting,selection,supervisory training,benefit offerings
analysis and the design of performance management, compensation and incentive plans.
✓ Compensation and Performance Management
Compensation, benefits, incentive, rewards and performance evaluation programs
* FLSA determinations and ADA compliance
o Annual merit, bonus and salary increase budget guidelines
* Salary and benefits surveys
* Sales plan design
c Mergers and acquisitions work by assessing and integrating compensation programs
o Job descriptions and class plan design
✓ Employee Communications and Training
o Formal and informal employee and manager communications (emails, brochures,
newsletters and website)
a Tools and training on compensation, benefits, incentive and rewards philosophies and
programs
�7 Successful implementation of program changes
o Employee engagement/opinion surveys/exit interviews
o Objective Setting and Action Plans
c; HR Mission, Vision, Values and Blueprint design
✓ Employee Relations
Employee and Manager counseling sessions related to work unit reorganization, staffing
levels,job restructuring, and compensation and performance management issues
Coach line managers and HR managers regarding pay decisions, policy and guideline
interpretation,job evaluation, and creative solutions to staffing problems
FRCC Page 15 of 23
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Proposai for:he Village of Tequesta
Alliance Data Systems, Inc., Dallas,TX - Senior Compensation Consultant/ Manager
Multi-national loyalty marketing company specializing in credit card processing and customer service
centers.
✓ Developed company-wide compensation plans and compensation policies
✓ Designed and administered incentive, sales compensation and recognition programs
✓ Worked with HR generalists to reorganize work units, define jobs,determine internal grading for
positions, analyze external market data, and make offers to new employees
✓ Trained HR generalists in compensation and reward practices
DMG-MAXIMLIS, Inc., Dallas,TX and West Palm Beach, FL—Consultant and Manager
National consulting firm with an HR consulting practice,specializing in Classification&Compensation Plan
design for cities, counties and state agencies.
✓ Led discussions to establish compensation philosophy and strategy for over 100 clients
✓ Consulted with key management on the design, development, implementation and effective
administration of new compensation and performance management programs
✓ Managed pay and classification studies and consulting staff(4 in-office and 3 remotes)
✓ Developed programs, provided recommendations, conducted client presentations and trained
client staff of the implementation and maintenance of compensation and performance
management programs
✓ Conducted pay and classification anaiyses, provided recommendations,and trained client staff of
use of compensation and performance management software
Long Associates—Wilton Manors, FL
National consulting firm with an HR consulting practice, specializing in Classification&Compensation Plan
design for cities, counties and state agencies.
✓ Managed pay and classification studies
✓ Conducted salary and benefits surveys, evaluated jobs, wrote job descriptions, interviewed
employees and department heads, and conducted employee and management meetings and
presentations
✓ Developed plans, provided recommendations, conducted client presentations and trained client
staff of the implementation and maintenance of compensation programs
✓ Consulted with management on the design, development, implementation and effective
administration of new compensation programs
EDUCATION & CERTIFICATIONS
Katie earned her bachelor's degree in International Business from Florida Atlantic University. She earned
the PHR certification in 1999, the SPHR in 2002,the Global Remuneration Professional (GRP) in 2014 and
the SHRM-SCP in 2016.
PROFESSIONAL AFFILIATIONS
Katie has been a board member for the South Florida Compensation and Benefits Association (SFCB) since
2007 and served as their President in 2011 and 2012. SFCB was recently renamed total Rewards
Association of South Florida (TRASF). She also maintains membership with the Society of Human
Resources Management(SHRM)and WorldatWork_
Katie has served, since 2006, on the Board of the Habilitation Center, a day program that helps
developmentally challenged adults. Katie has also been an adjunct professor at Florida Atlantic University
for the last six years,teaching a class on job evaluation.
FRCC Page 16 of 23
Proposal for the Village of Tequesta
HILARY BUNCH, M.ED., SHRM-CP
LEAD PROJECT COMMUNICATIONS PLANNER AND JOB DESCRIPTION WRITER
HIGHLIGHTS OF QUALIFICATIONS
Hilary Bunch is a highly effective writer,able to communicate complex ideas clearly
and concisely. She is skilled at synthesizing and editing information to achieve '
overall objectives and adept at functioning well in a deadline-driven work
environment.
✓ Skilled communicator;excels at establishing positive relationships with clients
and high-level personnel
✓ Excellent editorial and content management experience ~
✓ Exceptional research,grammar and writing abilities
✓ Superior abilities in proofreading and editing
PROFESSIONAL EXPERIENCE
HR Compensation Consultants, LLC, Boynton Beach,FL—Consultant
Consulting company which assists organizations (private, not-for-profit and governments) with their HR
generalist and compensation needs,including: recruiting,selection,supervisory training,benefit offerings
analysis and the design of performance management,compensation and incentive plans.
✓ Create and edit job descriptions to support proper leveling
✓ Classify jobs using role and level methodology
✓ Develop communications plan and materials for client engagements
✓ Conduct employee and supervisory training classes and seminars, including:
o Holding Employees Accountable
,) Establishing Compensation Philosophy and Strategy
o Engaging Leadership for Critical Compensation Initiatives
✓ Conduct department head interviews and employee communication sessions
✓ Create Career Path Guides
✓ Review policies and editing employee handbooks
Tiger's Eye Communications,Dallas,TX—President
Consulting company that specializes in proofreading and editing documents including but not limited to:
college admissions essays; business presentations and memos;PowerPoint presentations; brochures and
complete business plans; website copy;and novels and short stories.
✓ Write and edit business correspondence, ad copy, informational brochures, and other
promotional materials to improve clarity,readability,and organization
✓ Edit and improve PowerPoint presentations ensuring that content is clear and free of errors
✓ Edit both nonfiction and fiction books of a variety of lengths and in many different fields
✓ Provide comprehensive editing services for resumes,cover letters,and curricula vitae
✓ Proofread and edit completed essay drafts for college admission applications
FRCC Page 17 of 23
Proposal for the Village of Tequesta
College Keys,Inc.,Palm City,FL—President
Founder of consulting company which provided comprehensive consulting for families seeking
individualized attention while navigating the path to college admissions.
✓ Created customized worksheets to assist students in selecting the right college for them, get
organized in preparation for the application process,and increase the likelihood of acceptance
✓ Worked with students to brainstorm ideas for college application essays and provided
comprehensive editing services
✓ Conducted academic record review and reviewed college admission applications
✓ Advised students relative to career and academic planning
Indian River State College,Stuart,FL—Academic Advisor
A public charter high school on the Indian River Community College Chastain Campus that serves
approximately 200 high school sophomores, juniors and seniors with diverse interests_ CALC students
participate in learning experiences relevant to their career interests and real-world projects that inspire
motivation and achievement.
✓ Worked with the Administration and Guidance departments to create an appropriate curriculum
for a new dual enrollment high school
✓ Assisted with special projects such as the Counselor's Conclave, Early Registration, State
University System visits, and Great Explorations including the redesign of the school website
✓ Reviewed externally produced content and resources to evaluate usefulness to the CALC
✓ Participated in the planning and delivery of academic advising/counseling services and
recruitment activities
✓ Played an instrumental role in the school's SACS accreditation process
EDUCATION & CERTIFICATIONS
Hilary received her bachelor's degree in history from Methodist University and her master's degree in
curriculum and instruction from Averett University. Hilary is a SHRM—Certified Professional (SHRM-CP).
PROFESSIONAL AFFILIATIONS
Hilary is member of the Society of Human Resources Management(SHRM).
FRCC Page 19 of 23
Proposai fcr.he Village of 7equesta
JASON BUSCH
LEAD IT SUPPORT AND DATA MANAGER
HIGHLIGHTS OF QUALIFICATIONS
Jason Busch is an IT support management professional who offers technical and
logistical assistance (internally and to clients), as well as handles data collection,
conversions, and data warehousing. His responsibilities ensure that all systems
are PCI compliant and secured using industry standard tools.
✓ Expert at developing solutions to improve efficiency, productivity, and
profitability
✓ Excellent business partnering skills in developing solutions/ alternatives
to IT issues
✓ Provides a 24-7 support to HRCC's systems and applications ensuring;
client's data security
PROFESSIONAL EXPERIENCE
HR Compensation Consultants, LLC, Boynton Beach, FL—Lead IT Support and Data Manager
Consulting company which assists organizations (private, not-for-profit and governments) with their HR
generalist and compensation needs,including: recruiting,selection,supervisory training,benefit offerings
analysis and the design of performance management, compensation and incentive plans.
✓ Supports all project leaders with data management related to compensation and benefits reviews
✓ Creates and updates employee and management surveys and downloads responses into easy to
read graphs and charts
✓ Facilitates the online completion of Position Questionnaires (PQs) by updating instructions for
each client, monitoring completion rates, and downloading data into useable formats
Jaxx Consulting and Technology,LLC, Boynton Beach, FL—Owner and Lead Consultant
1CT consultants assist clients with restaurant and retail Point of Sale systems,security systems,PCI reviews
and consulting to help find the areas needed to attain optimal compliance.
✓ Leads RFPs for PCIS and other software and system acquisitions
✓ Manages product implementation through pilot, until hand-off to Customer Support
✓ Assists with high level or ongoing customer support issues, including staffing and labor cost
analysis
✓ Prepares and implements PCI D55 implementation plans
PARTech, Inc. - Boca Raton, FL—Project Manager
ParTech, Inc. is the world's leader in systems and service integration solutions for the quick service
restaurant industry, having installed over 25,000 of its industry leading Point-of-Sale systems in over 95
countries worldwide. It is also one of the leading service providers to the restaurant systems market.
✓ Introduced new clients to ParTech during initial implementation; established client relationships
and expectations; trained clients' resources from IT staff to store employees; served as functional
expert providing deep product knowledge
✓ Created comprehensive Project Plans (M5 Project or Excel) and Statements of Work; interpreted
business requirements for small product enhancements or customization
✓ Managed product implementation through pilot, until hand off to Customer Support
✓ Managed, motivated and coached five (5) technical staff members (local and remote) working on
multiple projects, simultaneously
FRCC Page 19 of 23
Proposal for the Village of Tequesta
ISSI,Inc.-Boca Raton,FL—IT Support Technician
Start-up company for a restaurant computer system.
✓ Provided professional first-level technical support via phone and onsite
✓ Installed hardware and software;provided training to client staff
✓ Provided Sales Support(technical,demos,etc.)
EDUCATION & CERTIFICATIONS
Jason earned his bachelor's degree in international relations and business administration from Boston
University and is MSCE certified.
PROFESSIONAL AFFILIATIONS
Jason is a member of the Society of Human Resources Management(SHRM).Jason has also has served on
the Board of the YMCA of South Palm Beach County since 2012.
FRCC Page 20 of 23
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Proposal for the Village of Tequesta
DIANA SPIELMAN
DATA ANALYST
HIGHLIGHTS OF QUALIFICATIONS
Diana Spielman is an experienced analyst who prepares detailed documents and
reports while managing complex internal and external data analyses.Prior to her
role as a Data Analyst, Diana was an accomplished sales and marketing
professional who specialized in planning, developing, implementing, and
evaluating advertising, merchandising,and trade promotion programs.
✓ Skilled in recording, interpreting, and analyzing data in a fast-paced
environment
✓ Excellent project and time management abilities
✓ Skilled communicator; excels at establishing positive relationships with
clients
EMPLOYERS
HR Compensation Consultants, LLC,Boynton Beach,FL-Data Analyst
Consulting company which assists organizations (private, not-for-profit and governments) with their HR
generalist and compensation needs,including: recruiting,selection,supervisory training,benefit offerings
analysis and the design of performance management,compensation and incentive plans.
✓ Provide project support to Consultants in analyzing data, conducting salary and benefits surveys,
developing pay plans and preparing written reports
✓ Create and edit a variety of documents, spreadsheets, and presentations, including reports,
surveys,market data spreadsheets,and employee databases
✓ Analyze job descriptions to identify the best matches to labor market data
✓ Create market analysis reports and work with the Compensation Consultants to make a pay
determination for jobs and people
✓ Interpret results using a variety of techniques including simple data aggregation and statistical
analysis
✓ Creates process documentation to improve efficiencies of staff
Office Depot,Delray Beach,FL
American office supply retailing company that sells supplies, technology, furniture and office services
through several channels including retail stores,ecommerce direct sales,and a business to business sales
organization.
Director,Direct Sales Marketing
✓ Managed team of five(5) managers and analysts
✓ Drove effectiveness and performance of all direct sales marketing mediums including print
catalogs,direct mail,e-commerce,sales team,and call center
✓ Selected products, prices,and promotions for all Direct Sales marketing mediums
✓ Coordinated the execution of marketing methods with the Creative Production team and
other internal teams
✓ Analyzed marketing medium's performance metrics
✓ Forecasted sales and margin for product categories and marketing vehicles
�CC Page 21 of 23
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Proposal for the Village of Tequesta
Sr. Manager,Store Operations
: Served as Project Manager for the national store remodel program
Facilitated coordination with key partners to ensure stores re-open on time, under budget,
and operationally ready
Senior Associate Buyer
Planned and executed programs to achieve sales,gross margins,and market share goals
Selected product assortment, store placement, pricing,and promotions
IV Responsible for vendor negotiations, inventory planning, and understanding competitor
offerings
EDUCATION & CERTIFICATIONS
Diana earned her Bachelor of Science degree in Business Administration from the University of Florida.
VOLUNTEER ACTIVITIES
Diana volunteers weekly at a Feeding South Florida food bank which is the leading domestic hunger-relief
organization in South Florida, rescuing 46 million pounds of food per year. Volunteers inspect and sort
food to ensure that it is safe for consumption and then build boxes and pallets for product distribution to
local soup kitchens, food pantries, homeless shelters,and day care centers.
Diana is dedicated to improving children's educational success, health, and well-being through strong
family and community engagement and has served for two years on the board of the Parent-teacher
Association (PTA).
TECHNICAL SKILLS
Proficient in the use of MS Office products including Excel,Outlook,Word,and PowerPoint
HR C C Page 72 of 23
Proposal for the Village of Tequesta
Section
HRCC is pleased to provide these three (3) reference letters that can attest to our working
relationship and project deliverables.
• The City of Bonita Springs
• The City of Rockledge
• The City of Marco Island
HR COMPENSATION CONSULTANTS' CLIENTS
HRCC has been in business since 2003 and below are the industries we have worked with:
Hospitals& Logistics—Mail& Software Media,TV, Food &Tobacco
Health Services Document Development Theaters& Manufacturing
Transportation Entertainment
Hotels& Telecommunication Blood Donation& Individual& Family Higher
Hospitality Infrastructure Plasma Collection Social Services Education
Non-Profits& Freight
Pharmaceutical City&County Food Service&
Manufacturing Community Management Governments Logistics
Development Company
Manufacturing
—Auto& Wireless Device Construction Specialty Retail& Private/Public
Medical Distributor Materials Service Utilities
l
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