Public Sector Consultants Proposal

PROPOSAL TO CONDUCT A  
COMPENSATION STUDY 
 
 
FOR THE 
 
 
CITY OF EL MIRAGE 
 
 
JUNE 2025 
 
 
PREPARED BY 
 
Matthew Weatherly, President 
 (480) 947-6164 / matt@pspc.us  
2824 N. Power Road #113-486 Mesa, AZ 85215

PROPOSAL TO CONDUCT A  
COMPENSATION STUDY FOR THE 
CITY OF EL MIRAGE 
 
 
TABLE OF CONTENTS 
Section 
Page 
1 
LETTER OF TRANSMITTAL 
1 
 
2 
QUALIFICATIONS OF OUR FIRM AND STAFF 
HISTORY AND FACTS ABOUT OUR FIRM 
2 
RECENT MUNICIPAL EMPLOYERS SERVED 
3 
RESUMES OF PROJECT TEAM MEMBERS 
4 
 
3 
EXECUTIVE SUMMARY AND SCOPE OF WORK 
SUMMARY OF SERVICES 
6 
PROJECT SCOPE AND METHODOLOGY 
7 
A. OBJECTIVES OF THE PROJECT 
7 
B. SCOPE OF THE PROJECT 
7 
C. TOTAL COMPENSATION SURVEY AND ANALYSIS 
7 
1. 
City Involvement in Compensation Plan Development 
7 
2. 
Comprehensive Compensation Surveys 
7 
3. 
Prevailing Rates Calculation 
8 
4. 
Compensation Competitiveness Comparison  
8 
5. 
Compensation Competitiveness Policy 
8 
6. 
Salary Plan Structure Development 
9 
7. 
Salary Range Assignment Development 
9 
8. 
Implementation Plan Development 
9 
D. FINAL REPORTS AND PRESENTATIONS 
9 
PROJECT TIMELINE ILLUSTRATION – GANTT CHART 
10 
 
4 
COST OF SERVICES 
11 
 
5 
REFERENCES 
12  
 
 
 
 
 
 
 
Please visit www.pspc.us for work samples and additional resources 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
EMAZ 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS 
 
 
6/25

PROPOSAL TO CONDUCT A  
COMPENSATION STUDY FOR THE 
CITY OF EL MIRAGE 
 
 
 
 
 
 
 
 
LETTER OF TRANSMITTAL 
SUMMARY OF SERVICES 
 
 
RESUMES OF PROJECT TEAM MEMBERS 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
________________________________________________
PUBLIC SECTOR PERSONNEL CONSULTANTS

June 9, 2025 
 
Ms. Valerie Ojeda 
Procurement Administrator 
City of El Mirage 
10000 N. El Mirage Road 
El Mirage, AZ 85335 
 
Dear Ms. Ojeda and Selection Team, 
 
Pursuant to your request, we are pleased to provide you with a proposal and qualifications to assist the City with 
a compensation project. We specialize in these services and have implemented classification and compensation 
plans for more than 1,400 public employers nationwide, including more than 400 municipal employers and more 
than 100 Arizona public employers. 
 
Current and recently completed studies in Arizona include the Cities of Avondale, Casa Grande, Scottsdale, 
Lake Havasu City, Yuma, Somerton, Cottonwood, Sedona, Winslow, Carefree, Yuma County and Mesa-
Gateway Airport. 
 
We believe our firm is uniquely qualified for this study. We will utilize only full-time, certified Human Resources 
professionals for the study, with combined greater than 100 years of experience in the fields of human 
resources, compensation, and labor relations. 
 
Our proposed approach will be customized to meet the City’s needs. We are confident that our extensive public 
employers classification and compensation experience, knowledge of public employers in Arizona, large 
specialized and highly qualified full-time staff, proven methods, unique EZ COMPTM application to ensure your 
self-sufficiency, and one year of implementation support and assistance at no cost, will achieve all of the City’s 
objectives for an important project of this nature. 
 
Thank you for your interest in our firm’s services. If we can provide any additional information please contact me 
at any time. 
 
Sincerely, 
Matthew Weatherly, President 
(888) 522-7772 
matt@pspc.us 
 
Page 1 
 
 
 
 
 
 
 
 
National Office: 2824 N. Power Road #113-486 Mesa, AZ 85215 
480.947.6164 • www.pspc.us

PROPOSAL TO CONDUCT A  
COMPENSATION STUDY FOR THE 
CITY OF EL MIRAGE 
 
 
 
 
 
QUALIFICATIONS OF OUR FIRM AND STAFF 
SUMMARY OF SERVICES 
HISTORY AND FACTS ABOUT OUR FIRM 
RECENT CLIENTS SERVED 
STAFF RESUMES 
RESUMES OF PROJECT TEAM MEMBERS 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
________________________________________________
PUBLIC SECTOR PERSONNEL CONSULTANTS

HISTORY AND FACTS ABOUT OUR FIRM 
 
 
• 
HISTORY OF OUR FIRM 
 
Public Sector Personnel Consultants (PSPC) originated in 1972 with the Public Sector Group of the 
international human resources consulting firm of Hay Associates.  PSPC was established as an 
independent firm in 1982. We are a single-owner, debt-free subchapter-S corporation. 
 
• 
REGIONAL STAFF (NATIONAL OFFICE MESA, AZ) 
 
We have regional offices or affiliates in Dallas, TX, Austin, TX, Los Angeles, CA, Denver, CO, St. Paul, MN, 
and Phoenix, AZ.  
 
• 
SPECIALIZED IN COMPENSATION SERVICES 
 
We are “super-specialists" in compensation, providing services in job analysis, position classification, job 
content evaluation, compensation, and directly related services. Over 98% of our classification and 
compensation studies have been successfully implemented by our clients. 
 
• 
SPECIALIZED IN PUBLIC SECTOR CLIENTS 
 
We provide services exclusively to public sector employers including municipalities, counties, utility 
districts, library districts, special districts, state governments, housing and redevelopment agencies, airport 
authorities, school districts, higher education, and tribal governments. 
 
• 
SPECIALIZED COMPENSATION STAFF 
 
Our staff is comprised of eight (8) full-time and an additional five (5) part-time senior human resources 
professionals with very extensive experience as compensation managers and consultants for public 
employers. Our staff has more than 100 years of combined experience working for and consulting to public 
sector employers. 
 
• 
OVER 1,400 PUBLIC EMPLOYERS SERVED 
 
Our staff members have provided compensation, human resources, training and related consulting services 
to more than 1,400 public and 200 private employers throughout the U.S. 
 
• 
AMERICAN COMPENSATION ASSOCIATION PARTICIPATION (ACA) (NOW WORLDATWORK) 
 
Our consultants are active members of ACA, including serving as instructors for the ACA certification 
courses.  
 
• 
SPECIALIZED COMPENSATION AND RELATED RESOURCES 
 
We utilize our EZ COMPTM salary survey and plan program, modified FES point-factor job evaluation 
system, AEPTM performance evaluation plan, and SNAPTM staffing needs analysis program.  
 
• 
FIRST YEAR IMPLEMENTATION WARRANTY 
 
We provide our clients with extensive implementation support during the first year, and we will analyze, 
evaluate, classify, and provide a salary range recommendation for any new or changed position or entire 
job class, at no additional cost. 
 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS 
2

RECENT EMPLOYERS SERVED BY MEMBERS OF OUR STAFF 
 
Allen, City of, TX * 
Greater Harris 911, TX 
Pinetop-Lakeside, Town of, AZ * 
Apache Junction, City of, AZ 
Hidden Hills, City of, CA 
Plano, City of, TX * 
Azle, City of, TX * 
Highland Park, Town of, TX * 
Rancho Palos Verdes, City of, CA 
Banning, City of, CA 
Housing Authority San Bernardino, CA 
Salinas, City of, CA * 
Bastrop, City of, TX 
Humble, City of, TX 
Scottsdale, City of, AZ * 
Bedford, City of, TX  
Huntington Beach, City of, CA 
Sedona, City of, AZ 
Casa Grande, City of, AZ * 
Irving, City of, TX * 
Sierra County, NM 
Cave Creek, Town of, AZ 
Kerrville, City of, TX * 
Soldotna, City of, AK 
Cedar Park, City of, TX 
Killeen, City of, TX * 
St. Johns, City of, AZ 
Dallas, City of, TX * 
Lawndale, City of, CA 
Sugar Land, City of, TX 
El Paso County, CO 
Lincoln County, WY 
Taylor, City of, TX 
El Paso County, TX * 
Lincoln Housing Authority, NE 
Texarkana, City of, TX * 
Ennis, City of, TX 
Live Oak, City of, TX 
Tomball, City of, TX * 
Escondido, City of, CA 
Longview, City of, TX *  
Trophy Club MUD No. 1, TX 
Forney, City of, TX 
Los Angeles County, CA 
Trophy Club, Town of, TX 
Fort Worth, City of, TX * 
Manitou Springs, City of, CO 
Truth or Consequences, NM 
Fountain Valley, City of, CA 
Mansfield, City of, TX 
University Park, City of, TX 
Frisco, City of, TX *  
Montebello, City of, CA 
Vancouver, City of, WA 
Galveston, City of, TX * 
Mount Vernon, City of, WA 
Waco, City of, TX * 
Gillespie County, TX 
Nacogdoches, City of, TX 
Washington County, TX 
Grand Forks County, ND 
Norco, City of, CA 
Watauga, City of, TX 
Grand Prairie, City of, TX 
Palestine, City of, TX 
Weatherford, City of, TX 
Grapevine, City of, TX * 
Paradise Valley, Town of, AZ 
Woodlands Township, TX * 
Great Falls, City of, MT * 
Pflugerville, City of, TX * 
Yuma, City of, AZ * 
 
 
 
 
 
 
* “repeat” clients – multiple studies completed 
 
 
 
 
 
 
 
 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS  
3

MATTHEW E.  WEATHERLY, PRESIDENT 
 
Mr. Weatherly has over 20 years of experience as a human resources management professional and 
consultant, specializing in position classification, compensation, recruitment and selection.  He has served as a 
Human Resources Manager with Employee Solutions, Inc. and Staffing Consultant with Initial Staffing Services. 
 
He has completed projects in staff development, recruitment, selection, job descriptions, salary survey, and 
salary plan development.  Among his current and recently completed consulting projects are those for: 
 
Allen, City of, TX 
Great Falls, City of, MT 
Irving, City of, TX 
Casa Grande, City of, AZ 
Fort Worth, City of, TX 
Scottsdale, City of, AZ 
Cedar Park, City of, TX 
Galveston, City of, TX 
Sedona, City of, AZ 
Chino Valley, Town of, AZ 
Grapevine, City of, TX 
Yuma County, AZ 
 
Mr. Weatherly holds a BS degree in Human Resources Management from Arizona State University. He has 
been a featured speaker at regional City Manager and HR Regional meetings throughout the US. 
 
ELIZABETH J. LOCURTO, CCP, VICE PRESIDENT 
 
Ms. LoCurto has over 30 years of experience as a compensation manager and consultant for public and private 
employers, specializing in job analysis, salary surveys, and salary plan development.  She has served as 
Compensation Research Associate for Hayes/Hill, Inc., Senior Compensation Analyst for AON Corporation, 
Compensation Manager for Loyola University, and Project Manager for the American Compensation 
Association. 
 
She has conducted projects in job audits, job descriptions, salary surveys, compensation database 
management, compensation plan development, compensation training course development, and compensation 
trend research.  Among her consulting projects are: 
 
Apache County, AZ 
Huntington Beach, City of, CA 
Sacramento, City of, CA 
Austin Community College, TX 
Los Alamos County, NM 
State Bar of Texas 
CA Family Health Council 
Norman, City of, OK 
Texas Office of Attorney General 
El Paso, City of, TX 
OKC Zoological Park 
Vancouver, City of, WA 
 
Ms. Talamonti holds a BS degree in Business Administration from Arizona State University. She holds the 
Certified Compensation Professional (CCP) designation from the American Compensation Association. 
 
 
KATHERINE TILZER, SPHR 
 
Ms. Tilzer has more than 25 years of experience as a human resources manager and consultant, specializing in 
employee relations, compensation, and recruitment. She has served as Personnel Manager for Laboratory 
Corporation of America, Director of Human Resources for Plaza Healthcare, Inc., and Director of Human 
Resources for American Baptist Homes. 
 
Aleutian Housing Authority, AK 
El Paso, City of, TX 
Rowlett, City of, TX 
Boone County, MO 
Huntington Beach, CA  
San Marcos, City of, TX 
Cochise College, AZ  
Nogales, City of, AZ 
Tomball, City of, TX 
Colleyville, City of, TX 
Pinal County, AZ 
Yuma, City of, AZ 
 
She holds a BS degree in Management from the University of Phoenix, and certification as Senior Professional 
in Human Resources from the Society for Human Resources Management. 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS  
4

BOB LONGMIRE, PMP 
 
Mr. Longmire has more than 10 years of project management experience and consulting for public employers, 
specializing in employee development, classification, and compensation.  He has served as National Sales 
Director for Connexion Technologies and Brand Marketing Manager for Plink. 
 
He has completed projects in job analysis, position classification, compensation surveys and plan development.  
Among his consulting projects are those for: 
 
 
Dallas, City of, TX 
Greater Orlando Airport, FL 
Northern AZ Council of Gov'ts 
Escondido, City of, CA 
Huntington Beach, City of, CA 
Pitkin County, CO 
Fort Worth, City of, TX 
King County Library Systems, WA 
Sacramento City School District, CA 
Galveston, City of, TX 
Monterey, City of, CA 
Tacoma Metro Parks, WA 
 
Mr. Longmire holds a BS degree in Administration from Colorado Christian University and designation as Project 
Management Professional from the Project Management Institute. 
 
WAYNE BREDE 
 
Mr. Brede has over 30 years of experience working for the Minnesota Department of Transportation as a 
Workforce Planning Manager and Staffing Services Manager and has served as a succession planning and 
career ladder consultant for nearly 50 public and private employers. 
 
He has conducted projects in workforce development, succession planning, job analysis, position classification, 
job evaluation, compensation surveys, compensation plan development, employee relations, and recruitment.  
Among his recent client projects are those for: 
 
El Paso County, TX 
Hamilton County, TN 
Red Lake Indian Reserv., MN 
Fresno, City of, CA 
Las Cruces, City of, NM 
Rialto, City of, CA 
Grand Forks, City of, ND 
Minot, City of, ND 
San Angelo, City of, TX 
Great Falls, City of, MT 
Northwest Tech College, MN 
San Jose, City of, CA 
  
Mr. Brede holds a BA degree in Mass Communications from the University of Minnesota and holds certificates 
in Public Sector Personnel Management and Industrial Relations. 
SAMUEL HEINZ, MPA, PHR 
 
Mr.  Heinz has conducted projects in job analysis, position classification, job evaluation, compensation surveys, 
and compensation plan development.  Among his recent client projects are those for: 
 
Addison, Town of, TX 
DeSoto, City of, TX 
Prosper, Town of, TX 
Apache Junction, City of, AZ 
Galveston, City of, TX 
Teton County, WY 
Bismarck, City of, ND 
Kerrville, City of, TX 
The Colony, City of, TX 
Carrollton, City of, TX 
Midland, City of, TX 
Williston, City of, ND 
  
Mr. Heinz holds a MA degree in Public Administration from Texas Tech. 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS proposes to utilize only full-time members of our firm to 
complete all of the project tasks and objectives. In order to maintain complete control of the project tasks 
and deadlines, we will not utilize subcontractors for the completion of any projects. 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS  
5

PROPOSAL TO CONDUCT A  
COMPENSATION STUDY FOR THE 
CITY OF EL MIRAGE 
 
 
 
 
 
METHODS AND PROCEDURES 
SUMMARY OF SERVICES 
PROJECT SCOPE AND APPROACH 
PROJECT GANTT CHART – TIMELINE ILLUSTRATION 
STAFF RESUMES (NO OUTSOURCING) 
PROJECT TEAM ORGANIZATION CHART 
RESUMES OF PROJECT TEAM MEMBERS 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
________________________________________________
PUBLIC SECTOR PERSONNEL CONSULTANTS

SUMMARY OF SERVICES FOR CITY OF EL MIRAGE 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS (PSPC) proposes the following program of consulting services 
and implementation support to conduct a compensation study. 
 
 
Project Planning and Communication 
1. Project planning and scheduling meetings with the City’s HR Staff, project designee(s) 
2. Policy input and project direction meeting and briefing with Council, Human Resources and designee(s) 
3. Assistance with development and communication of study for City’s stakeholders, as desired 
 
Compensation Surveys 
4. Occupational familiarization by review of City’s current class specifications and compensation plans 
5. Organizational familiarization by review of City organization charts, budgets, and annual reports 
6. Confirmation of survey cities to include in external market comparisons (Up to 12) 
7. Identification of City occupations to utilize as survey benchmark job classifications 
8. Solicitation of comparator employers and agencies for participation in external compensation surveys 
9. Extraction of data from public employer compensation plans, questionnaires, reliable published surveys 
10. Added compensation and benefits survey for external competitiveness comparisons 
11. Consolidation of data from all sources and calculation of prevailing rates for benchmark jobs 
12. Computation of extent City’s compensation offerings vary from external prevailing rates and practices 
13. Review of competitiveness analysis with Human Resources, City Officials and City’s project designees 
 
Compensation Plan Development 
14. Construction of optional salary range structures for review and selection by City’s project leaders 
15. Assignment of job classes to salary ranges by informal internal equity and external competitiveness 
16. Assistance with City Council identification of desired, affordable salary competitiveness policy 
17. Fiscal impact estimates at various levels of external prevailing rates competitiveness policies 
18. Review and critique of draft salary and implementation plans with Human Resources, project leaders 
 
Communication of Results and Implementation Strategies 
19. Preparation and presentation of final project reports for the City Council, staff, and City Officials 
20. Development of a plan for the implementation of City’s updated classification and compensation plan 
21. Uploading of EZ COMPTM program files on a Human Resources Department computer, staff training 
22. Development and provision of process for ongoing plan maintenance and subsequent plan updates 
23. Assistance with communicating the City’s updated plans for all City officials and employees 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
EMAZ 
 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS 
 
 
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PROJECT APPROACH AND METHODOLOGY 
 
 
Following is our overall work plan and approach to achieving the City’s objectives for the conduct of a 
classification and compensation study. 
 
 
A. OBJECTIVES OF THE PROJECT 
 
The recommended plans, programs, systems and administrative procedures will meet these ten most 
important criteria. 
 
 
 
- Internally equitable 
 
 
- Financially responsible 
- Externally competitive   
 
- Efficiently administered 
- Readily understood 
 
 
- Inclusive of employee input 
- Easily updated & maintained 
 
- Reflective of City's values 
- Legally compliant & defensible  
- Reflective of prevailing “best practices” 
 
B. SCOPE OF THE PROJECT 
 
The project could include: a management and employee communication plan; partnership with the City’s 
Director of Human Resources and staff, City Manager, Council, and project designee(s); occupational, 
organizational, and operational familiarization; compensation survey and competitiveness analysis; salary 
range recommendations; fiscal impact estimates and multiple implementation scenarios; updated 
compensation plan and one year of compensation plan implementation support for all included employees in 
all job classifications. 
 
C. SURVEY AND COMPENSATION ANALYSIS 
 
1. 
City Involvement in Compensation Plan Development 
 
We will obtain policy direction from the Human Resources staff and/or City Officials on the following key 
components of the salary plan development process: 
 
-  Comparator Employer Selection 
 
-  Market-Salary Plan Linkage 
-  Benchmark Job Class Selection 
 
-  Draft Compensation Plan Review / Critique 
-  Compensation Competitiveness Policy 
-  Total Compensation Points for Analysis 
-  Salary Structure Selection 
 
 
-  Project Implementation Plan 
 
2. Comprehensive Compensation Survey 
 
We will collect the complete pay plans from each of the City’s comparators and build a custom survey 
database to ensure accuracy and completeness, unique to the City’s job classifications. 
 
a. Data Collection Protocol will be developed in consultation with the City’s project leaders to 
determine which salary data elements to include, such as: 
 
Base Salary Information 
- 
Salary grade/step or open range salary plan structure 
- 
Salary range structure Minimum, Midpoint, and Maximum 
- 
Method of salary administration – longevity, performance, or skill 
 
Additional Compensation Information: 
- 
City-supported benefits such as health insurance, pension contributions 
- 
Supplemental pay items for special qualifications/certifications 
- 
Individual or group incentive plans, bonus, awards, stipends 
- 
Any additional add-pay or benefits items at City’s direction 
 
EMAZ 
 
 
PUBLIC SECTOR PERSONNEL CONSULTANTS 
 
 
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b. Benchmark Job Selection will be made by identifying City job classes common to its employment-
competitive public and private employers in the immediate area and throughout the region or State, 
clearly identifiable, and representative of standard occupational job groups. 
 
c. Comparator Employers Identification (up to 12) will be made in consultation with the City’s 
Project Manager(s) or City Council. Criteria include their degree of competition to the City in 
obtaining and retaining high quality staff, their location in the City's traditional recruitment areas, and 
their organizational size and complexity. 
 
d.  Compensation Data Collection will be made by one or more of the following methods. 
 
- 
Pre-survey contact with the selected comparator employers to solicit participation in the City’s 
compensation survey(s) 
 
- 
Extraction from the pay plans of designated public employers. 
 
- 
Customized salary survey requests for local governments and other public employers, distributed 
by mail, fax, and e-mail. 
 
- 
As desired, additional data extraction from established salary surveys and commercial survey 
sources such as Economic Research Institute’s Salary Assessor for the immediate area. 
 
e. Data Quality Control includes editing data for accuracy and proper matching to the City’s survey 
benchmark jobs, and phone/fax/E-mail follow-ups for data clarification and to obtain comparators’ 
benchmark job descriptions. 
 
3. 
Prevailing Rates Calculation 
 
We will consolidate the compensation data from all sources, enter the information into the EZ COMP™ 
program, and compute the prevailing rates, inclusive of cost-of-living differentials, as the statistical mean 
of the survey data for each benchmark job class. Data will be projected forward from the date of 
collection to a common date relating to the City’s salary plan year by the annual Prevailing Rate 
Increase Factor (PRI) applicable at that time. 
 
 
4. 
Compensation Competitiveness Comparison 
 
We will provide the City with charts comparing its current salary structures to those of the selected 
public and private comparator employers. We will calculate the extent that the City’s offerings vary from 
the prevailing rates and practices of other relevant employers. 
 
 
5. 
Compensation Competitiveness Policy 
 
We will assist the City to select a compensation competitiveness policy (60th Percentile) which best fits 
its compensation strategy and financial resources, by providing fiscal impact estimates at various 
percentage relationships to the prevailing rates. 
 
 
 
 
 
 
 
 
 
 
EMAZ                               PUBLIC SECTOR PERSONNEL CONSULTANTS                                        6/25 
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6. 
Salary Plan Structure Development 
 
We will review the City’s current employee agreements and wage plans and 1) utilize the City’s current 
wage plan structures to identify internally equitable and externally competitive salary ranges for each 
City job class or 2) prepare alternative salary range structures and schedules for the City to select the 
best fit for its competitiveness strategy, with these optional criteria: 
 
- 
Method of administration, i.e.: measured job performance, longevity, or skill 
- 
Width of the salary ranges, grades, or broad bands, from Minimum to Maximum 
- 
Varying salary range widths for FLSA non-exempt or exempt positions 
- 
Open salary ranges for pay-for-performance or variable compensation plan 
- 
If steps within the salary ranges, number of steps, percentage separation 
- 
Number of salary ranges, grades, or broad bands in the salary schedule 
- 
Percentage of separation between salary ranges, grades or broad bands 
- 
Recognition for longevity, unique assignments, and special skill requirements 
- 
Remuneration for required special licenses, certifications and registrations 
 
 
7.    Salary Range Assignment Development 
 
We will assign each job classification to a salary range in the City’s current or selected new salary 
structure on the basis of a combination of factors, including: 
 
- 
the prevailing rates for the benchmark job classes 
- 
its current relationship to similar or occupationally related job classes 
- 
the 15% guideline for salary range separation between sequential job classes 
- 
the 25% guideline for salary separation of a department head job class 
 
 
8. 
Implementation Plan Development 
 
We will consult with the Human Resources Director and Project Team on a plan for transition to the 
recommended plan, including a timetable for the principal activities, employee communication, impact 
on bargaining processes, and estimates of required financial resources. 
 
 
D. FINAL REPORTS AND PRESENTATIONS 
  
 
1. 
Draft and Final Report Preparation 
 
We will provide the City’s project leader(s) with a draft of our report for review and critique, including 
the compensation market data, salary comparison tables, fiscal estimates, salary range listings, and 
implementation procedures. We will incorporate their critique into the development of a final report 
summarizing the project’s findings, recommendations, and detailed description of the City’s updated 
compensation plan. 
 
2. 
Final Report Presentations 
 
We will conduct a workshop or formal presentation of our final report and recommendations to the 
Human Resources staff, City Officials, and employees. 
 
3. 
Implementation Warranty 
 
To ensure effective implementation of the new plan, we will analyze, evaluate, and provide a salary 
range recommendation for any new or changed job class, at no cost to the City for one year. 
 
 
 
 EMAZ                               PUBLIC SECTOR PERSONNEL CONSULTANTS                                        6/25 
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TASK NAME                                 ELAPSED WEEKS:
PROJECT COMMUNICATION,
QUALITY ASSURANCE,
PROJECT STATUS REPORTS
COMPENSATION SURVEYS, BENCHMARK 
SELECTION, DATA COLLECTION,  
COMPARABILITY ASSURANCE REVIEW
PREVAILING RATES COMPUTATION, 
MARKET COMPETITIVENESS ANALYSIS,
DRAFT COMPENSATION METHODOLOGY
SALARY RANGE ASSIGNMENTS ON BASIS 
OF INTERNAL EQUITY AND EXTERNAL 
COMPETITIVENESS (OPTION)
SALARY RANGE TABLES, FISCAL 
ESTIMATES, REVIEW OF DRAFT PLANS 
WITH CITY OFFICIALS, DESIGNEE(S)
PREPARATION AND PRESENTATION OF 
FINAL REPORT TO HR, COUNCIL,
EXECUTIVE TEAM
1-3
4-6
7-9
10-12
15+
* Progress reviews with the City
*
*
ESTIMATED PROJECT ELAPSED TIME CHART
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
EMAZ                               PUBLIC SECTOR PERSONNEL CONSULTANTS                                         6/25 
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PROPOSAL TO CONDUCT A  
COMPENSATION STUDY FOR THE 
CITY OF EL MIRAGE 
 
 
 
 
 
COST OF SERVICES 
SUMMARY OF SERVICES 
PROJECT TEAM ORGANIZATION CHART 
RESUMES OF PROJECT TEAM MEMBERS 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
________________________________________________
PUBLIC SECTOR PERSONNEL CONSULTANTS

COST OF SERVICES 
 
 
A.   PROJECT COST ESTIMATE 
 
We estimate that the project's total cost, including all fees for professional services and reimbursement for 
out-of-pocket expenses, will not exceed the indicated amounts.  
 
 
 
 
 
 
 
 
 
 
      
Major Project Components 
 
 
 
- Salary and Benefits Survey  
$ 25,000 
- From Surveys, Compensation Plan, Draft Reviews, Final Presentations 
$ 5,000 
 
 
Base Cost: 
$ 30,000 
 
 
 
B.   FLEXIBLE WORK PLAN, NEGOTIABLE TOTAL COST, TERMS 
 
Our work plan is flexible and total project cost negotiable, and we will discuss, modify, add or delete, any 
work task to increase the project's responsiveness to the City’s needs and financial resources. We will 
provide the City with monthly invoices for the professional services provided and out-of-pocket expenses 
incurred during the month. We request that the City pay the invoices within thirty (30) days of their receipt. 
 
 
C.   ESTIMATED TIMELINES 
 
We estimate that a compensation study could be completed within 90-120 days of initial planning meetings. 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
EMAZ                               PUBLIC SECTOR PERSONNEL CONSULTANTS                                         6/25 
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PROPOSAL TO CONDUCT A  
COMPENSATION STUDY FOR THE 
CITY OF EL MIRAGE 
 
 
 
 
 
SAMPLE CLIENT REFERENCES 
SUMMARY OF SERVICES 
PROJECT TEAM ORGANIZATION CHART 
RESUMES OF PROJECT TEAM MEMBERS 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
________________________________________________
PUBLIC SECTOR PERSONNEL CONSULTANTS

REPRESENTATIVE PROJECT REFERENCES 
 
Following is a listing of agencies which are representative of more than 1,400 employers, for whom members of 
our firm have services similar to those requested by the City. 
 
 
 
AVONDALE, CITY OF, AZ 
Mr. Andy Mesquita, HR Director 
11465 W. Civic Center Drive 
Avondale, AZ 85323 
(623) 333-2200 
amesquita@avondaleaz.gov 
 
FY 2025/2026 Compensation Study 
 
 
 
SCOTTSDALE, CITY OF, AZ 
Ms. Monica Boyd, HR Director 
9191 E. San Salvador Drive 
Scottsdale, AZ 85258 
(480) 312-2491 
mboyd@scottsdaleaz.gov 
 
FY 2024 Class and Comp Study 
FY 2022 Compensation Study Update 
FY 2018 Class and Compensation Study 
 
 
CASA GRANDE, CITY OF, AZ 
Mr. Scott Barber, HR Director 
510 E. Florence Boulevard 
Casa Grande, AZ 85122 
(520) 421-8607 
sbarber@casagrandeaz.gov 
 
FY 2026 Comp Study 
Multiple Studies FY 1998-Present 
SEDONA, CITY OF, AZ 
Mr. Russ Martin, HR Manager 
102 Roadrunner Drive 
Sedona, AZ 86336 
(928) 203-5189 
RMartin@sedonaaz.gov 
 
FY 2026 Class and Comp Study 
Various Projects 2018-Present 
 
 
YUMA COUNTY, AZ 
Ms. Jessica Rodriguez, HR Director 
198 S. Main Street 
Yuma, AZ 85364 
(928) 373-1163 
jessica.rodriguez@yumacountyaz.gov 
 
FY 2023-2024 Class and Comp Study 
Multiple Studies FY 1999-Present 
YUMA, CITY OF, CA 
Ms. Monica Welch, HR Director 
One City Plaza 
Yuma, AZ 85364 
(928) 373-5137 
Monica.Welch@YumaAZ.Gov 
 
FY 2023-24 Class and Comp Study 
Multiple Studies FY 2000-Present 
 
 
 
 
 
 
 
 
 
 
EMAZ                                 PUBLIC SECTOR PERSONNEL CONSULTANTS                                   6/25 
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