Specifications include, but are not limited to: Over the next year, the City of Houston will be negotiating three separate labor contracts for Police, Fire and Municipal employees. Current and sound assessments that depict a meaningful picture of our overall competitiveness with the external market are essential for these negotiations. The Consulting Firm that conducts the Total Compensation Survey on the City’s behalf must demonstrate qualifications and experience in providing such services to a large metropolitan entity. TASK A. TOTAL COMPENSATION SURVEY FOR MUNICIPAL JOBS GOAL: Determine the City's external competitiveness with the Public and Private Sectors through findings of a Total Compensation Survey. PROJECT STEPS: Activities in this task shall include meetings and interviews with Department staff and other key City employees to review the study approach, work plan and time schedule. The market survey shall include Cash Compensation. The market survey shall also include the cost of Time Loss Benefits, Retirement Savings Plans, and Health Benefits Plans currently being paid by the other five largest Texas cities (see below). Important: The comparisons shall include the other five largest Texas municipalities (Austin, Dallas, El Paso, Fort Worth and San Antonio), in addition to other large public entities in the City of Houston or Texas (such as METRO, Houston Independent School District), and compensation data available for the greater Houston metropolitan area. The Compensation survey for municipal jobs will include approximately 110 benchmarks, job summaries of which will be provided to the vendor by the City of Houston. DELIVERABLES: Both written and electronic accessible reports containing: The methodology used in the diagnostics; Survey Results: Executive Summary summarizing the project, findings and observations Comparison Findings of All Valued Components Cash Compensation findings Summary of Benefits Plan Features and Average Costs (Public Sector only) FOR TASK A: The Consultant’s personnel shall make on-site visits to City facilities to deliver and explain the reports it provides under this Agreement, as well as provide presentations concerning the Survey results and the Survey reports generated and be available to meet with the City and appropriate employee groups to assist with upcoming labor negotiations. TASK B. TOTAL COMPENSATION SURVEY FOR POLICE JOBS GOAL: Determine the City's external competitiveness with other Texas Municipal Police Agencies. PROJECT STEPS: Activities in this task shall include meetings and interviews with Department staff and other key City employees to review the study approach, work plan and time schedule. The market survey shall include Cash Compensation. The market survey shall also include the cost of Time Loss Benefits, Retirement/Savings Plans and Health Benefits Plans currently being paid by the other five largest Texas cities (see below) Important: The comparisons shall include the other five largest Texas municipalities (Austin, Dallas, El Paso, Fort Worth and San Antonio), in addition to other large public entities in the City of Houston or Texas (such as METRO, Harris County, Texas Department of Public Safety). Cash compensation data for all selected police ranks within the City of Houston (approximately 9) shall be surveyed along with number of employees eligible to receive: (a) Base salary level; (b) Longevity; (c) Special assignment supplements; (d) Clothing and other Allowances; (e) Shift differentials; (f) Education/training/certification incentives; (g) Equipment Allowances; and (h) Incentives. DELIVERABLES: Both written and electronic accessible reports containing: The methodology used in the diagnostics; Comparison Reports – Two separate Police Reports – 1) Top 5 Texas Cities; 2) Top 4 Texas Cities (excluding El Paso) Executive Summary summarizing the project, findings and observations Comparison Findings of All Compared Components For Cash Compensation, composites shall be provided for each rank based on years of service up to 25 years. It shall include any non-base pays received by the majority of incumbents (percentage eligible), such as longevity pay. A Summary of Benefit Plan Features FOR TASK B: The Consultant’s personnel shall make on-site visits to City facilities to deliver and explain the reports it provides under this Agreement, as well as provide presentations concerning the Survey results and the Survey reports generated and be available to meet with the City and appropriate employee groups to assist with upcoming labor negotiations.