HomeMy Public PortalAbout046-2020 - Finance - Baker Tilley - Professional Services Comprehensive Salary Survey ,
PROFESSIONAL SERVICES AGREEMENT
THIS AGREEMENT made and entered into this day of r , 2020, and
referred to as Contract No. 46-2020, by and between the City o Richmond, Indiana, a
municipal corporation acting by and through its Board of Public Works and Safety (hereinafter
referred to as the "City") and Baker Tilly Virchow Krause, LLP, 380 Jackson Street, Suite 300,
St. Paul,Minnesota, 55101 (hereinafter referred to as the"Contractor").
SECTION I. STATEMENT AND SUBJECT OF WORK
City hereby retains Contractor to provide professional advisory services for the City of .
Richmond Finance Department in connection with the compressive salary survey (the "Project").
The proposal of Contractor is attached hereto as Exhibit‘"A", which Exhibit is dated March 2,
2020, consists of thirty-eight(38)pages, and is hereby incorporated by reference and made a part
of this Agreement. Contractor shall perform all work and provide all services described on
Exhibit"A."
Should any provisions, terms, or conditions contained in any of the documents attached hereto as
Exhibits, or in any of the documents incorporated by reference herein, conflict with any of the
provisions,terms, or conditions of this Agreement,this Agreement shall be controlling.
Contractor shall perform all work herein in a timely manner, conforming to all applicable
professional standards.
The Contractor shall furnish all labor, material, equipment, and services necessary for the proper
completion of all work specified.
No performance of services shall commence until the following has been met:
1. The City is in receipt of any required certificates of insurance;
2. The City is in receipt of any required affidavit signed by Contractor in
accordance with Indiana Code 22-5-1.7-11(a)(2); and
3. A purchase order has been issued by the Purchasing Department.
SECTION II. STATUS OF CONTRACTOR
Contractor shall be deemed to be an independent contractor and is not an employee or agent of
the City of Richmond. The Contractor shall provide, at its own expense, competent supervision
of the work.
Contract No.46-2020
Page 1 of 6
'
.
^
��
, ^ ^`r ' '
� '
.
v v
SECTION III. COMPENSATION
City shall pay Contractor an amount estimated not to exceed Forty-five Thousand Nine Hundred
Seventy Dollars and Zero Cents ($45,970.00) for performing all work described herein in a
satisfactory and proper manner.
SECTION IV.TERM OF AGREEMENT
This Agreement shall be effective when signed by all parties and shall continue in effect until
satisfactory completion of the Project, which completion is estimated not to exceed twenty (20)
weeks from the date of the notice to proceed issued to Contractor by the City.
Notwithstanding the term of this Agreement, City may terminate this Agreement in whole or in
part, for cause, at any time by giving at least five (5) working days written notice specifying the
effective date and the reasons for termination which shall include but not be limited to the
following:
a. failure, for any reason of the Contractor to fulfill in a timely manner •
its obligations under this Agreement;
b. submission of a report, other work product, or advice,whether oral or written,by the
Contractor to the City that is incorrect,incomplete, or does not meet reasonable
professional standards in any material respect;
c. ineffective or improper use of funds provided under this Agreement;
d. suspension or termination of the grant funding to the City under which this Agreement
is made; or
e. unavailability of sufficient funds to make payment on this Agreement.
In the event of such termination, the City shall be required to make payment for all work
performed prior to the date this Agreement is terminated, but shall be relieved of any other
responsibility herein.
This Agreement may also be terminated, in whole or in part, by mutual Agreement of the parties
by setting forth the reasons for such termination, the effective date, and in the case of partial
termination,the portion to be terminated.
SECTION V. INDEMNIFICATION AND INSURANCE
Contractor agrees to obtain insurance and to indemnify the City for any damage or injury to
person or property or any other claims which may arise from the Contractor's conduct or
performance of this Agreement, either intentionally or negligently; provided, however, that
nothing contained in this Agreement shall be construed as rendering the Contractor liable for acts
of the City, its officers, agents, or employees. Contractor shall as a prerequisite to this
Agreement, purchase and thereafter maintain such insurance as will protect it from the claims set
Page 2 of 6
•
forth below which may arise out of or result from the Contractor's operations under this
Agreement, whether such operations by the Contractor or by any sub-contractors or by anyone
directly or indirectly employed by any of them, or by anyone for whose acts the Contractor may
be held responsible.
Coverage Limits
A. Worker's Compensation& Statutory
Disability Requirements
B. Employer's Liability $100,000
C. Comprehensive General Liability
Section 1. Bodily Injury $1,000,000 each occurrence
$2,000,000 aggregate
Section 2. Property Damage $1,000,000 each occurrence
D. Comprehensive Auto Liability
Section 1. Bodily Injury $1,000,000 each person
$1,000,000 each occurrence
Section 2. Property Damage $1,000,000 each occurrence
E. Comprehensive Umbrella Liability $1,000,000 each occurrence
$1,000,000 each aggregate
F. Malpractice/Errors & Omissions Insurance $1,000,000 each occurrence
$2,000,000 each aggregate
SECTION VI. COMPLIANCE WITH WORKER'S COMPENSATION LAW
Contractor shall comply with all provisions of the Indiana Worker's Compensation law, and
shall,before commencing work under this Agreement, provide the City a certificate of insurance,
or a certificate from the industrial board showing that the Contractor has complied with Indiana
Code Sections 22-3-2-5, 22-3-5-1 and 22-3-5-2. If Contractor is an out of state employer and
therefore subject to another state's worker's compensation law, Contractor may choose to
comply with all provisions of its home state's worker's compensation law and provide the City
proof of such compliance in lieu of complying with the provisions of the Indiana Worker's
Compensation Law.
SECTION VII. COMPLIANCE WITH INDIANA E-VERIFY PROGRAM REQUIREMENTS
Pursuant to Indiana Code 22-5-1.7, Contractor is required to enroll in and verify the work
eligibility status of all newly hired employees of the contractor through the Indiana E-Verify
program. , Contractor is not required to verify the work eligibility status of all newly hired
Page 3 of 6
employees of the contractor through the Indiana E-Verify program if the Indiana E-Verify
program no longer exists. Prior to the performance of this Agreement, Contractor shall provide
to the City its signed Affidavit affirming that Contractor does not knowingly employ an
unauthorized alien in accordance with IC 22-5-1.7-11 (a) (2). In the event Contractor violates IC
22-5-1.7 the Contractor shall be required to remedy the violation not later than thirty (30) days
after the City notifies the Contractor of the violation. If Contractor fails to remedy the violation
within the thirty (30) day period provided above, the City shall consider the Contractor to be in
breach of this Agreement and this Agreement will be terminated. If the City determines that
terminating this Agreement would be detrimental to the public interest or public property, the
City may allow this Agreement to remain in effect until the City procures a new contractor. If
this Agreement is terminated under this section, then pursuant to IC 22-5-1.7-13 (c) the
Contractor will remain liable to the City for actual damages.
SECTION VIII. IRAN INVESTMENT ACTIVITIES
Pursuant to Indiana Code (IC) 5-22-16.5, Contractor certifies that Contractor is not engaged in
investment activities in Iran. In the event City determines during the course of this Agreement
that this certification is no longer valid, City shall notify Contractor in writing of said
determination and shall give contractor ninety (90) days within which to respond to the written
notice. In the event Contractor fails to demonstrate to the City that the Contractor has ceased
investment activities in Iran within ninety (90) days after the written notice is given to the
Contractor, the City may proceed with any remedies it may have pursuant to IC 5-22-16.5. In
the event the City determines during the course of this Agreement that this certification is no
longer valid and said determination is not refuted by Contractor in the manner set forth in IC 5-
22-16.5, the City reserves the right to consider the Contractor to be in breach of this Agreement
and terminate the agreement upon the expiration of the ninety(90) day period set forth above.
SECTION IX. PROHIBITION AGAINST DISCRIMINATION
A. Pursuant to Indiana Code 22-9-1-10, Contractor, any sub-contractor, or any person acting
on behalf of Contractor or any sub-contractor shall not discriminate against any employee
or applicant for employment to be employed in the performance of this Agreement, with
respect to hire, tenure, terms, conditions or privileges of employment or any matter
directly or indirectly related to employment, because of race, religion, color, sex,
disability,national origin, or ancestry.
B. Pursuant to Indiana Code 5-16-6-1,the Contractor agrees:
1. That in the hiring of employees for the performance of work under this
Agreement of any subcontract hereunder, Contractor, any subcontractor, or any
person acting on behalf of Contractor or any sub-contractor, shall not discriminate
by reason of race, religion, color, sex, national origin or ancestry against any
citizen of the State of Indiana who is qualified and available to perform the work
to which the employment relates;
2. That Contractor, any sub-contractor, or any person action on behalf of Contractor
or any sub-contractor shall in no manner discriminate against or intimidate any
Page 4 of 6
employee hired for the performance of work under this Agreement on account of
race, religion, color, sex,national origin or ancestry;
3. That there may be deducted from the amount payable to Contractor by the City
under this Agreement, a penalty of five dollars ($5.00) for each person for each
calendar day during which such person was discriminated against or intimidated
in violation of the provisions of the Agreement; and
4. That this Agreement may be canceled or terminated by the City and all money
due or to become due hereunder may be forfeited, for a second or any subsequent
violation of the terms or conditions of this section of the Agreement.
C. Violation of the terms or conditions of this Agreement relating to discrimination or
intimidation shall be considered a material breach of this Agreement.
•
SECTION X. MISCELLANEOUS
This Agreement is personal to the parties hereto and neither party may assign or delegate any of
its rights or obligations hereunder without the prior written consent of the other party. Any such
delegation or assignment, without the prior written consent of the other party, shall be null and
void. This Agreement shall be controlled by and interpreted according to Indiana law and shall
be binding upon the parties, their successors and assigns. This document constitutes the entire
Agreement between the parties, although it may be altered or amended in whole or in part at any
time by filing with the Agreement a written instrument setting forth such changes signed by both
parties. By executing this Agreement the parties agree that this document supersedes any
previous discussion, negotiation, or conversation relating to the subject matter contained herein.
This Agreement may be simultaneously executed in several counterparts, each of which shall be
an original and all of which shall constitute but one and the same instrument.
The parties hereto submit to jurisdiction of the courts of Wayne County, Indiana, and any suit
arising out of this Contract must be filed in said courts. The parties specifically agree that no
arbitration or mediation shall be required prior to the commencement of legal proceedings in said
Courts. By executing this Agreement, Contractor is estopped from bringing suit or any other
action in any alternative forum, venue, or in front of any other tribunal, court, or administrative
body other than the Circuit or Superior Courts of Wayne County, Indiana, regardless of any right
Contractor may have to bring such suit in front of other tribunals or in other venues.
Any person executing this Contract in a representative capacity hereby warrants that he/she has
been duly authorized by his or her principal to execute this Contract.
In the event of any breach of this Agreement by Contractor, and in addition to any other damages
or remedies, Contractor shall be liable for all costs incurred by City in its efforts to enforce this
Agreement, including but not limited to, City's reasonable attorney's fees.
In the event that an ambiguity, question of intent, or a need for interpretation of this Agreement
arises, this Agreement shall be construed as if drafted jointly by the parties, and no presumption
Page 5 of 6
or burden of proof shall arise favoring or disfavoring any party by virtue of the authorship of any
of the provisions of this Agreement.
IN WITNESS WHEREOF,the parties have executed this Agreement at Richmond, Indiana, as of
the day and year first written above, although signatures may be affixed on different dates.
"CITY" "CONTRACTOR"
THE CITY OF RICHMOND, BAKER TILLY VIRCHOW
INDIANA by and through its KRAUSE, LLP
Board of Public Works and Safety 380 Jackson Street, Ste 300
St. Paul,MN 55101
By: ci.)0 `9 (/‘/Ie,C
Vicki Robinson,President
By: Printed:b,V 1 A v e, lam) I (I Vre
E y Flalmer, Member
I
By: Title: �(k \
Matt vans, Member
APPROVED: ( /iLirr Date: 44\02 \'00. 0.
— . 'a". Sn l, Mayor
Date: 0 tit/0/ Z4 Z--a
Page 6 of 6
A:
r•
CG erti ll yak y
now joined with
Springsted and Umbaugh
Baker Tilly,Virchow Krause,LLP
380 Jackson St.,Ste 300
St.Paul,MN 55101
United States of America
T:+1 (651)223 3000
• F:+1 (651)223 3046
bakertilly.com
March 2, 2020
The Honorable David Snow, Mayor
The City of Richmond
50 North 5th
Richmond, Indiana 47374
Dear Mayor Snow:
This letter agreement is to confirm our understanding of the basis upon which Baker Tilly
Virchow Krause, LLP ("Baker Tilly") would be engaged by the the City of Richmond, Indiana
(the "City") to assist the City with its human resources consulting services project ("Project").
Our Understanding of Your Needs
Based on our initial discussions and subject to confirmation, the City would like Baker Tilly to
provide it with a classification and compensation study. Exhibit A contains the detailed work
plan of the services.
Scope, Objectives and Approach
A team approach, which uses a combination of your personnel and ours, is critical to the
success of the engagement. Your organization and its team members bring the knowledge of
your jurisdiction and we bring overall, a deep understanding of human resources classification
and compensation practices in the public sector. Exhibit A contains the detailed work plan of
the services.
The City of Richmond, Indiana - Proposed Class and Comp Study
March 2, 2020
Page 2
Project Timing and Budget:
The Project will commence upon execution of this engagement letter and could be
completed within a 20-week time frame, subject to availability of requested information from
the City. Steve Miner will lead the engagement, and other professionals will be involved as
required. Our professional fees for these services will be $43,810, as outlined in the
attached proposal.
In addition to the fees described above, the City will pay up to $2,160 of Baker Tilly's
reasonable out-of-pocket expenses incurred in connection with this engagement. All out of
pocket costs will be passed through at cost and will be in addition the fee estimate.
This letter, the work plan and the attached terms and conditions in Exhibit B comprise the
complete and exclusive statement of the agreement between the parties, superseding all
proposals, oral or written, and all other communications between the parties. If any
provision of this letter is determined to be unenforceable,
all other provisions shall remain in force.
If this is in agreement with your understanding, please sign below and return one copy to
us for our files.
We look forward to working with you on this important project.
Signature Section:
The services and terms as set forth in this statement of work are agreed to by:
The City of Richmond, Indiana
F:: F�;I;-s PAGE O
Name
Title:
Date:
Baker Tilly Virchow Krause
Name:
Title: PAGE
-X,:IB T 4 PAGE a g
Date:
. .
Bonnie Matson Steve Miner
Principal Managing Director
P: +1 (651)2233014 P: +1 (804) 5622383
Emai|: bonnio.matsonAbakerti|Iv.com Emai|: ahyve.minor(cDbokediUy.nom
PAGE
1. EXPERIENCE OF THE FIRM 1
FIRM INTRODUCTION 1
PROJECT CONTACT AND LOCATION 2
WHY BAKER TILLY IS IDEALLY SUITED TO SERVE THE CITY
OF RICHMOND, INDIANA 2
EXPERIENCE 3
2. PERSONNEL 12
ORGANIZATIONAL CHART 12
PROJECT TEAM BIOS 13
3. PROPOSED TIMELINE 15
Contents 4. ADDITIONAL INFORMATION 16
OUR UNDERSTANDING OF THE CITY OF RICHMOND,
INDIANA'S NEEDS 16
PROPOSED SOLUTION TO MEET THE CITY OF RICHMOND,
INDIANA'S NEEDS 17
SCOPE OF SERVICES 18
5. TOTAL COST 22
6. GENERAL CONDITIONS 23
OUT-OF-POCKET EXPENSES 23
ADDITIONAL WORK 23
PROFESSIONAL FEE AND PROJECT SCHEDULE 24
NEGOTIATION 24
APPENDIX I: PROJECT TEAM RESUMES I
bakertiLLy
Baker Tilly Virchow Krause,LLP is an independently owned and managed now joined with
member of Baker Tilly International.The name Baker Tilly and its associated
logo are used under license from Baker Tilly International Limited. Springsted and Umbaugh
Ca X'..' 9 T A PAGE__14_,Orii]
....,_...._ ....
aLft..pn A 1-3,Ar-0)-r; 3- 0E311
,...,,,, ,....-.
. ,
•
iti,-.'-:-..-,1 4 ::•',..,,,-.:' -' .„;-• '..,„. •]
„......:....; ...
, .
g -4 • _.•-,-,.,,t,1•-:,`„,: . .,r-i,.' -,'.• , -,' '„ '
:!- -,"i' ;
,: ,,f
rr. 1
-1r-ii
v--'..t.. :;;-,,L,-,--..1.--.- -„-i-..:',.: =',1 :,,, ii'• .,..-,,1:
• , ,1....1' '";„f .-„;,•-.--,-"",,r1.-.4•1 ';',,...:--""-- '.
h, "-'4-444-• •"11'1',.:•rt ;' .P ......-. ,,,,,......... ,,.,,. ,,,.. ,.... ... ., . ..
.-.,
, .,..
‘ . . ,.-... ,.
,.... . - . .
.. . .... .
.-...., q .,.....------..,.,.:,-- i
1.
. • , , .,,,,, 4 ' ' .1...'-'.''.',...'"'-i. .(..1'.i:-.:., :.fi'' ,:.. ' ..-.5' ' ..'I
• :,i.1;..'''.j '',.::'''''..'0 ::...;.'"...4'''' ....':' 'H,'.:- 1.',.:-.. 1
'';i i • 1:'11 . '..."-Z.".A,..:ZW..e.,.'.,;',.j....,..,:'....;."
i'.1 . .. ,-,-•f.' .'.'.....;'... r n..,...-",.:t'''''.'.'e '.:'.,:: .r.:" j•,.64','.7".7.,.:'...,,..,........., ',.....„.
.•.r
• • r ,....,.: ..,,,,,„........--- „,,,,... .:, ,„•,.. ..,:
i4 1.
...____,_.„,,•
. .4
t.-------- -..,_ :L.. •-- ' ':- :.•:"•••:'...• 'I g'''''. .;
1.
•
.•"! -•, '
1„..1:r"--1' ''''''''' '-•,;, -'1'..-, ;•• 'f.I il'•:.;. ...,
• - - •A.. 1.•.• .1 I we.,..:i..f
-*f..-i 'i' ' •
, . • .
V. ,:',';••-•:,...- . • %,,, t- ••,.1
.:41, . -.f., ..,-...,,,,.,,,, .- -- •• .
.%.*:;.?:'-. :::,-Y:;72-•:•-_:-,,,,,,?:,i. •.--,,,--,-,7„,,,,....,....„.".. .. „.„„„,„:„,_,_,,,,,..,_____ ,s, !‘4,-,,,.,.::,,,,,
-- -!
.-. •,,6,,...,, ,-4'.. _.xf.., ',•- 4,v,..- ,
i);,„,PI_.„.'',-..-:'-',"-,:::!it.4,,,I.,,,,,,..1,,,,,,,,i....t,:rti,,,- --,0„.74,,,,,,,.... •-• ,..-,-„,,,,,,,...v.„,....1z ,• !
,,---•• --,A1-17-',Vi'.4,-1--,7- ! aita.,- .§.-4,x,., ,,
,...,,,,co • , .. _ ,..5p w ,,,-,i- . .,A, ci ' .
;',,,,,,,i•.1-,e,..,:„ -0,1•„„ -.,r.`..?„-,,•,..-4...,
tt i-L,2i,:,'.....,•-5t•"••-;.-•,'_•.'k.'.,..,i ,?L:r!.-',r`7'.-:N:'Y','-f..;i1,7:""'::::4,•3•:-!_,'1.,Z.':..'44,-.r:'e,l,''Y•-' 'T, i.(A'..4,i.,-IN--A"",-,-I.-,:,4-4'i,"klIvVt.-ib f,.-•,.(
;i,••
f,,.•,.,-• ,.-,-.'.''.,.-',.,,i,,,g,4',.•,.4•-.'..,P'I1,t.-^v:V.t,','.'.`-':.,,-.-41.-,„...,7';R,1,,9,_•0- .f,%.•,•-.A.,",,.:,.,-.,,., .,,s.=;,i/•'r''„',-4"„_.„'-',''''.'..-"'"-....,',.
•. ,:.,0 :‘4.'r4. .
.,.
'1.4.,..4. •,'.-
[
. .
,--
„ , •. .. ,Z .
••-•=.' i' —...' '.e:,,--:-...47,-..,,,, 11..,
'..' 'r. .: :•44,.••ii,,fr.,1N
1,-.„ t- •;....i.e. ,
' • - - ,'',.ikr-". - _,..,_„- ....,
• -,--toe, ,-- ..,vt•
. 04.1--..:‘, •
--• - '-. . :
• •,,
, ,
-
...
'7,:'#-,:.4.: • ' ' •„4,',...' .-,• 7, :- ',:•.' L"::)''''.':',: .11-?.. ' ,s,ii-7.r...i4,(44 .40,:,"•-r'------4:-.5"j!",-;SF. t.:0•41'----,'"''-: ,4, !!` "..'
''"" " V''," ',,,,,,...--'-'7,,,,,,• 7^-"°:',..''''.; 4.f '''' :.:-...f.; "! ' ..{Vii:::2.,',..,. ..:,:,..,:.4'..:',::.., ..:..4,,t•, ...,...I. .
''' ..%.'f'Ai."..';''''''r.4''Q..'"'It.'''"'' '''`i ti:‘.`".rt3' • ..,4,"t''.41'.''.'. 411.2: ...,' .:•..',,: ''', -",tr ...t
'''''';:4:s141"..::1:::'1111"4:K,i'll
._.
• .= •`' '.'•.{ ,,,,,,t, -.4. 1.„„,...,
. .
7- . .. ...
._. . .. , .
. . - .......r........ .. ,, . ... . ..J,,,
• ;- :Z Vra W.WA:fr.
,;-,,f..1.- .... .
•••,,e,,,*1,f— . -,..**•.. .,1W.,,,..;:r.,,,;:;rz-r,....,,r„
, ,•,.,,,;,,, ..,!„,..ft'
, - : •
. . . .. - ., ,'27..15.44,1 ,,..40,,,,,,t-4,-,g,P4m-a--,• ,,..',.,_,..—= _
• • , s
i •: .: .,-;-•• ,:-.-,-.',1,0, • .
. "' ' g.••36•TAtati..02 .4''. . .
•
• ' ' .r . '', : •,` ..-.L.:.r,. .
„„-
.
. . . ., , . • , „
•
..,..:„.•.
.. ,
. .
;• . f
. .
, .
City
. .
. ,
. .t.
.
. .,
The i or, , . , .
Richmond
'
., . .,
...
. .
.
r. . . .
. ..„
Indiana,
. .
0::.-643.-kertitty
, .
. .
. .
.,...... , . .. ., .
.
.....,,
,.. . .
.
. .: . ...
.
.
.. , ..
,
. .
ncimoined p. . .
-
, .
. . .
C. ompenst'
:S:2,'.0:0:d20y Fropos,...al . .
. . •Springsted and u mba'ugil,
. . . .• ,.
MarchD-h h 2
- :•., . . . , _
1. .
f . ,
-......
J... ,
., ''•-.L' ''' r
. - . L, , ' ,' ,#°'. . ' ' r ., .
., ..
', 1. ' •= . : „ , . .:..
i t • r- r ;Pi -- . . , . .,. ,,„.,..,
...
,. , , , ..., ' , • .1j, .S.. , X
. •.
... ,,
.....
• ba kerti lly
now joined with
Springsted and Umbaugh
Baker Tilly Virchow Krause,LLP
380 Jackson Street,Suite 300
St.Paul,MN 55101
+1 (651)223 3000
+1 (651)223 3046
bakertilly.com
January 26, 2020
The Honorable David Snow, Mayor
City of Richmond
50 North 5th Street
Richmond, Indiana 47374
Dear Mayor Snow:
Please allow me to begin by thanking you for the opportunity to submit this draft letter agreement and proposal
for the City of Richmond, Indiana's (i.e. the"City's") review. Baker Tilly Virchow Krause, LLP (Baker Tilly) is
one of the largest independent public sector advisory firms in the United States. For more than sixty years
we have collaborated with entities large and small on a variety of initiatives including classification and
compensation studies,community surveys, organizational improvement projects,strategic planning sessions
and performance evaluation systems.
For a variety of reasons, Baker Tilly is the ideal firm to collaborate with the City on its compensation study:
— Baker Tilly is a leader in human resources consulting on both national and local levels.The
proposed Baker Tilly consulting team has extensive expertise providing advisory,services to
organizations similar in size and complexity to the City. We have completed more than 280
compensation-related projects since 2014.
— Baker Tilly is one of the leading providers of compensation services to the public sector,
specifically local government. In the past five years, Baker Tilly has completed classification and
compensation studies for public sector organizations in 15 states. Therefore, our consultants have an
in depth understanding of current market trends and practices and will leverage this knowledge to
help guide the City in this engagement. We will move beyond the traditional role of a"consultant" and
instead become a trusted advisor to the City, its leadership and employees.
— Baker Tilly has assigned to the City project a consulting team with diverse public and
private sector experience who will work under the leadership of a project director with
experience in national markets.As the proposed project director for the City's engagement, I have
a successful track record working with local governments (and other public sector organizations) on
their classification and compensation needs.
Our team would be pleased to be selected as a firm you feel could effectively provide City's
compensation study and would welcome the opportunity to discuss our qualifications and recommended
approach in greater detail. I have removed final pricing from this proposal, pending receipt of further
information, but otherwise, it explains our process and introduces our key personnel and I wanted you to
see our that in detail prior to a discussion.
Very truly yours,
BAKER TILLY VIRCHOW KRAUSE, LLP
•
1 . Experience of the firm
Firm introduction
Baker Tilly is a nationally recognized firm with a -40
long history of service to clients located throughout ; '
the country—and internationally.As a member of
Baker Tilly International, the world's 10th largest _ QQ
•
accountancy and business advisory network, we
are
are able to extend our reach through trusted
Team members 'i
relationships with firms located across the country Million in revenue :10iiatidirvide.
and throughout the world.
Baker Tilly was founded in 1931 with one central
objective:to use our industry specialization to help
our clients improve their businesses. For more than9
85 years, Baker Tilly has understood that our
business demands absolute integrity, a belief in the
value of trusted relationships and a willingness to
collaborate with everyclient. '��o+ I `r�+
�
-Slate and!ocel: Office locations
Key facts about Baker Tilly: ; goverrirrentc7►exts
Lam...:.-.:._._-_.-:vim:_-.•..-..
— Headquartered in Chicago and employing more than 1,400 throughout the Midwest
— Provides a wide range of accounting, tax, assurance and consulting services by more
than 3,800 total staff members, including more than 400 partners
— Ranked among the 15 largest accounting firms in the U.S.
— Serving clients with industry-focused teams
For more than 85 years, Baker Tilly has understood that our business demands absolute
integrity, a belief in the value of trusted relationships and a willingness to collaborate with every
client.We will strive to continue to deepen and enhance our relationship with the City as we seek
to become your Valued Business Advisor.
In early 2019, Baker Tilly expanded their public sector practice,joining with Springsted
Incorporated(Springsted) (which had merged with Waters to create a division called
Springsted-Waters)and H.J. Umbaugh and Associates, Certified Public Accountants, LLP
(Umbaugh).This combination has created one of the largest municipal advisory firms in the
nation.
As an independent advisory firm, Springsted provided high quality, independent financial
and management advisory services to public and not-for-profit organizations for more
than 60 years. Springsted was one of the largest and longest established independent
public sector advisory firms in the U.S. Springsted's staff has been advising their clients
in organizational development for more than 30 years. The combination of Baker Tilly's
and Springsted's compensation and benefits specialists has created a strong, experienced
staff with direct experience in managing it7
andF leading local city and county governments.
• EXS INT A PAGE.. ( Or 3 Ti
The City of Richmond, Indiana Page 11
Our team of professionals brings practical, realistic and creative solutions to the challenges
faced by public entities.
We will strive to continue to deepen and enhance our relationship with the City as we seek to
become your Valued Business Advisor.
Our compensation consulting team is focused on position classification;compensation and
performance evaluation. Our work is competitive, current, court tested and copyrighted to
deliver pragmatic outcomes. Our organizational management focus ranges from human
resource consulting, executive recruitment, group facilitation, strategic planning, budget
analysis, resource sharing and building collaborations to organizational improvement and
efficiency studies.
Public entities are under a great amount of pressure to deliver high quality services in a
fiscally constrained environment. Traditional methods and means don't necessarily work
anymore and this scenario is not likely to change at any time in the future. To that end,
elected officials and public administrators are under pressure to employ new and innovative
solutions that require progressive leadership, creative collaboration, cautious risk taking
and an investment in their personnel and organizational foundation. Success in the public
sector is hard to define, but those public entities that enhance and enrich their people,
their process and their systems are more likely to deliver more value by maximizing the
use of public resources, thus achieving more success in the marketplace of public opinion.
Since our firm's beginning,we have emerged as a leader in human resource management
consulting and executive recruitment. It is our 30+years of consulting experience, coupled
with our unique approach and personal touch,which drive our internal standard for delivering
only outstanding services and leading-edge products.
Project contact and location
Steve Miner, Managing Director
9097 Atlee Station Road, Suite 200
Mechanicsville,VA 23116
Office: +1 (804) 562 2383
Fax: +1 (804) 723 5202
Email: steve.minerbakertillv.com
Why Baker Tilly is ideally suited to serve the City of
Richmond, Indiana
— Our team has successfully performed hundreds of similar studies nationwide,
having been successfully implemented in governmental units large and small.
Having been performing compensation and classification studies for more than thirty
years,we have successfully implemented many hundreds of studies in public
organizations across the country. We focus on the public sector, and our personnel
are experts in public sector pay and classification.
— With us, you don't just get a study,you get a system.We train you in the
system and leave you prepared to utilize it, as needed, as your workforce
needs evolve.
When we leave, you have a completed study AND a pay and classification system to
use in the future.As new positions are created or job conditions change, we train your
F"-T $ a A PAGE q• OF38:1
The City of Richmond, Indiana '"� _ Page 12
1. Experience of the firm
staff to use the system to fairly and appropriately use S.A.F.E.to fit these new
conditions into the existing system.
— Our S.A.F.E. classification system is solid,tested and is proven as a
methodology for fairly and appropriately distinguishing classifications between
public employees.
In today's environment, organization's need to know that their methods are proven and
sound.S.A.F.E. gives you a tested methodology that works to properly
differentiate between job classes in your organization.
— We know that good studies rest on quality data.
Towards this end,we identify benchmark positions for use in the study process and
ensure that we collect data on a comparative basis. When we are done,we support
our work with regression analysis to document your proposed payline to your
benchmarked competition.
— We will assign certified Compensation experts to collect and review your data
and to establish proposed pay structures.
Our Team understands both the art and science of Compensation analysis and have a
strong cadre of trained, experienced professionals to work together to assure
appropriate and competitive pay structures are presented for consideration.
— We will assign an experienced local government consultant to manage and
oversee your project.
We know that the Richmond, Indiana area is a very competitive labor market and our
compensation specialists have great knowledge in local government compensation
practices and are accessible to department leadership.
Overall,we pride ourselves in doing high-quality work that is defensible, transparent and
fair to both the organization and its employees, as we realize that a pay and classification
study is critical to your ability to maintain and grow the quality of workforce that you
need to perform at the level expected by your citizenry.We proudly stand by our work
and will defend and support it through adoption.
Experience
There are a number of factors that set Baker Tilly apart from
other consulting firms performing studies such as the proposed
engagement for the City of Richmond, Indiana.
Although we have included below a lengthy list of organizations for whom Baker Tilly has
provided classification and compensation services,to simplify the City of Richmond,
Indiana's evaluation process,we have augmented this list by including a brief narrative of
select experience our staff provides, as well as a generalized list of outcomes consistent
to our many custom compensation engagements.
— Evaluating the appropriateness of(and potentially consolidating)job titles: The
assignment of job titles (including the potential for consolidation where warranted) is
an integral part of each comprehensive classification and compensation study that
Baker Tilly conducts. Baker Tilly provides a consistent, easy to explain and understand
rationale for the assignment of job titles,which would be vital to the City of Richmond,
L -- —'S`�'; !mot PAGE OF 3
The City of Richmond, Indiana Page j 3
1. Experience of the firm
Indiana's success in this project given the diversity of jobs included in the scope of
work.
— Analyzing extensive compensation survey data:
Baker Tilly has assigned to the City of Richmond,
Indiana project a consulting team with diverse public
and private sector experience gathering and analyzing
survey data.This group has extensive experience in
both custom classification and compensation studies Our engagement team
and web-based salary and benefit surveys for has completed more
numerous organizations. than 280 successful
— Providing detailed implementation cost estimates: compensation projects
Although discussed in greater detail below, Baker Tilly
has the experience and capability to guide the City of since 2014
Richmond, Indiana in the most effective
implementation costing scenarios and to prepare
highly complex financial models leveraging our staffs
advanced-level Microsoft Excel skillset.
— Presenting compensation results:Baker Tilly's staff has broad experience interacting
with employees at all levels in our client organizations. From executives primarily in
office working environments to individual contributors in the field,we have successfully
engaged employees to establish credibility in our methodology and results. Likewise,
our staff has a distinct ability to present the results of compensation studies in such a
way that governance officials from all walks of life can understand.
Although each engagement is different,the following are the general results Baker Tilly
has achieved on behalf of our public sector clients:
— Established fair and equitable relationships among positions throughout various pay
structures (internal equity);
— Identified relevant market conditions to strategically select benchmark organizations;
— Included employee input and participation to promote transparency and consistency
in the job classification and compensation processes;
— Developed pay structures that reflect the defensible, quantifiable alignment of
positions and market competitiveness;
— Maintained compliance with state and federal laws(FLSA, for example); and
— Implemented modified job classification and compensation systems within our client's
defined budget parameters.
Following is a partial list of Baker Tilly's previous Human Capital studies.
LL Ist_of Relevant Peotectss, 2014-Present
Year Client . State Project Population
2014 Big Lake MN Class&Comp Study 5,200
2014 Cabarrus Co Water&Sewer Auth NC Class&Comp Study 187,226
2014 Cape Charles VA Class&Comp Study 990
2014 Carroll County Public Schools VA Class&Comp Study 29,883
2014 Clarke County VA Pay&Class Update 14,323
2014 COMtech Business Park NC CAO Salary Survey
2014 County of Transylvania NC Comp Plan Update 32,903
1EXIIIBI6 pr PAGE/0 _(57----ir 31
The City of Richmond, Indiana Page 14
Ltst of RelevantP,rolects: '2014 .,--Present_t_ ___ __-_---a-
Year Client State Project Population
2014 Delavan WI Comp Study 8,495
2014 Dunn County WI Class&Comp Study 44,122
2014 Elkhom WI Comp Study 9,963
2014 Elko New Market MN Comp Update 4,513
2014 Glasgow VA Comp&Class Plan 1,130 .
2014 Lake Geneva WI Comp Study 7,710
2014 Leland NC Class&Comp Study 16,022
2014 McFarland WI Comp Study 8,108
2014 McFarland School District - WI Class&Comp Study 8,108
2014 Metropolitan Sewerage District NC Comp Update
2014 Middleton WI Comp Study 17,589
2014 New Berlin Public Schools WI Class Study 39,834
2014 Oakdale MN Comp Study 27,780
2014 Orange County VA Camp Study Update 34,246
2014 Pewaukee WI Comp Study 8,166
2014 Pope County MN Class&Comp Update 10,892
2014 Rib Mountain WI Class&Comp Plan 6,825
2014 Robeson County NC Class&Comp Study 134,841
2014 Sampson County NC Class,Comp&Benes Study 64,150
2014 Sanford NC Class&Comp Study 2,013
2014 SW West Central Service Cooperative MN Comp Plan
2014 St.James MN Sal&Benes Sury&Pay Equity Sys 4,553
2014 Stacy MN Comp Plan 1,426
2014 Stevens County MN Class&Comp Study 9,735
2014 Stoughton WI Comp Study 12,945
2014 Verona WI Comp Study 10,632
2014 Virginia Association of Counties VA Class&Comp Study 8,412,000
2014 Wayzata MN Comp Study 4,217
2014 West Point VA Comp Study 3,339
2014 Wilson County NC Class&Comp Study 81,667 .
2015 Amherst VA Pay&Class Study 2,219
2015 Appomattox River Water Authority VA Comp Study
2015 Bluffton SC Class&Comp Study 15,199
2015 Cass Lake MN Comp Study 747
2015 Ches Bay Bridge Tunnel Dist Comm VA Salary Update Study
2015 Clarkfield MN Class&Comp Study 832
2015 Coweta County GA Class&Comp Study 133,180
2015 Dinwiddie County VA Comp Study 27,904
2015 Emporia VA Comp&Class Study 5,588
2015 Franklin County VA Extemal Comp Study 56,335
r a-€ G I p� PAGE U OF3��
The City of Richmond, Indiana Page 15
I. Experience of the firm
List of Relevant Projects: 2014-Present 2
Year Client State Project Population
2015 Harris County GA Class&Comp Study 32,663
2015 Hutchinson Utilities City MN Job Eval and Comp Syst 13,871
2015 Independent School District No.206 MN Salary Study 11,580
2015 Kannapolis NC Class&Comp Study 44,359
2015 La Crosse Public Library WI Class&Comp Study 51,522
2015 Lake Geneva WI Comp Study 7,710
2015 Lake Worth FL Class&Comp Study 36,000
2015 Le Sueur MN Comp Study 4,041
2015 Lee County NC External Comp Study 60,266
2015 Little Falls MN Class Study 8,232
2015 Luray VA Comp Study 4,860
2015 Maple Lake MN Class&Comp Study 2,093
2015 Maryville TN Class&Comp Study 27,992
2015 Midlands Auth for Conv,Sports&Tourism SC Class&Comp Study
2015 Monroe NC Class&Comp Study 33,975
2015 Mukwonago WI Comp Study 7,494
2015 New Ulm MN Comp Study 13,210
2015 Newnan GA Comp&Class Study 34,847
2015 Newport MN Class&Comp Study 3,461
2015 NC Assn of County Cityers NC Comp&Class Study 9,944,000
2015 Orange Water and Sewer Auth NC Comp Study 140,352
2015 Otsego MN Class&Comp Study 14,254
2015 Pine County MN Class&Comp Study 29,104
2015 Plymouth MN Class Study 73,987
2015 Quin Rivers Inc. VA Comp Study
2015 Red Lake Falls MN Comp Study 1,410
2015 Rivanna Water and Sewer Auth VA Class&Comp Study
- 2015 Rockbridge County VA Class,Comp&Pert Eval 22,307
2015 Rockingham County NC Class&Comp Study 91,898
2015 Rowan County NC Comp Plan Study 138,323
2015 Scott County CDA MN Class&Comp Study 137,232
2015 Sherburne County MN Class&Comp Study 90,158
2015 Shorewood School District WI Comp Study 13,337
2015 Slier City NC Class&Comp Study 8,169
2015 South Boston VA Comp Study 7,989
2015 Southampton County VA Class&Comp Study 18,128
2015 Warrenton VA Class&Comp Study 9,862
2015 Wash Hsg Auth&Mid-East Reg Hsg Auth NC Class&Comp Study
2015 Whitewater WI Class&Comp Study 14,732
2015 Wilson NC Comp Study 49,628
EX'�a r�ePAGE
The City of Richmond, Indiana Page 16
•
ExPerien,ce_Of_tN9 firm
Ltsttoof Relevant Projects:2014-Present
Year Client State Project Population
2015 Wythe County VA Class&Comp Study 29,344
2016 Altavista VA Class&Comp Study 3,490
2016 Ankeny IA Class&Comp Study 51,567
2016 Belle Plaine MN Comp Plan 6,838
2016 Bertie County NC Comp Study 20,344
2016 Blacksburg VA Camp Study 43,609
2016 Branson MO Class&Comp Study 11,064
2016 Cabarrus County NC Comp Study 187,226
2016 Cannon Falls MN Class&Camp Study 4,078
2016. Chapel Hill NC Class&Comp Study 59,635
2016 Cleveland County Water NC Pay&Class Study 97,047
2016 Cologne MN Comp Study 1,564
2016 Crosslake MN Class&Comp Study 2,193
2016 DART TX Comp Services 1,318,000
2016 Daniel Boone Regional Library MO Class&Comp Study
2016 Dare County NC Class&Camp Study 35,019
2016 Eagan MN Class&Comp Study 65,453
2016 Eastem Shore of VA 911 Comm VA Comp Update
2016 El Paso TX Class&Comp Study 674,433
2016 Gastonia NC Class&Comp Study 73,209
2016 Grant County MN Class&Comp Study 5,989
2016 Greenville Housing Auth NC Class&Comp Study 89,130
2016 Hibbing HRA MN Class&Comp Study 16,301
2016 Hoboken Housing Auth NJ Comp Study 52,575
2016 Kenosha Joint Services WI Wage&Comp Study 99,889
2016 Lake Zurich IL Class&Comp Study 19,984
2016 Lawrence Public Library KS SAFE Database
2016 League of WI Municipalities WI Market Survey 5,779,000
2016 Louisa County Public Schools VA Comp Study 33,945
2016 Manassas VA Class&Comp Consult 41,705
2016 Moorhead Public Hsg Agency MN Salary Study 39,398
2016 Newport News RHA VA Comp Study 182,385
2016 Nisswa MN Class&Comp Study 2,004
2016 Port of Corpus Christi Auth TX Comp&Ben Struc 316,381
2016 Rappahannock Juvenile Facility VA Class&Comp Study
2016 Richmond BHA VA Comp Update
2016 Richmond Heights MO Comp&Class Study 8,508
2016 Roanoke Valley Juv Det Center VA Salary Study
2016 Selma NC Class&Comp Update 6,237
2016 Shenandoah County VA Salary Survey 42,684
The City of Richmond, Indiana ` Page 17
•
•
1. .1cfrrnerroce of the firm
LListofRelevant Projects: 2014 Present
Year Client .. State .Project Population
2016 Spring Hill TN Class&Comp Study 32,576
2016 St.Charles City-County Library Dist MO Comp&Benes Analysis
2016 St.Cloud HRA MN Comp Study 66,297
2016 Stevens Point WI Comp Study 26,670
2016 Stevens Point Area Public School Dist WI Comp Study 26,670
2016 Sumter County FL Comp Study 105,056
2016 Washington Co CDA MN Class&Comp Update 251,597
2016 Willmar MN Comp Study 19,680
2016 Wilmington NC Comp Pract/Market Pay Study 112,067
2016 Winston Salem NC Class&Comp Study 236,441
2017 Aitkin MN Class&Comp Study 2,087
2017 Appalachian Regional Library NC Class&Comp
2017 Assn Co Cityers of GA GA Class&Comp 10,100,000
2017 Bath County Public Schools VA Pay&Class •
2017 Baudette MN Market Survey 1,073
2017 Baxter MN Comp Study 7,781
2017 Cabarrus County NC Class&Comp Study 187,226
2017 Cabarrus Health Alliance NC Comp Benefit Study
2017 Caroline County VA Pay&Class Study 29,298
2017 Chapel Hill NC Comp Study&FLSA Rev 59,635
2017 Chincoteague VA Comp Study 2,929
2017 Cleveland County NC Comp&Benes Study 97,047
2017 Craven County NC Comp Study 103,451
2017 Dunn County WI Market Survey 44,122
2017 Florida Municipal Power Agency FL Comp Study
2017 Fort Wayne City Utilities IN Class and Comp
2017 Hamett County NC Comp Study 124,987
2017 Harrisburg PA Class&Comp Study 49,188
2017 Hopewell VA Class&Comp Consult 22,163
2017 Independent School Dis No. 13 MN Job Desc/Pointing Agree 19,674
2017 Le Sueur County MN Market Survey 27,810
2017 Lee's Summit ' 'MO Comp&Benefit Study 93,184
2017 Lufkin TX Comp Study 36,085
2017 Meeker McLeod Sibley CHS MN Class&Comp Study
2017 Mendota Heights MN Class&Comp Study 11,222
2017 Middlesex County VA Comp&Class Study 10,762
2017 New Brighton MN Market Survey 21,867
2017 New Hope MN Market Survey 20,877
2017 North Mankato MN Comp Syst Structure 13,439
2017 Osseo MN Class&Comp Study 2,476
vz ,.CitM.r9� PAGE v-lF it
The City of Richmond, Indiana Page 18
M1 .
Expar a nge:®fthe foa m
List of Relevant Projects 2014 Present
Year Client State Project Population
2017 Person County NC Phase II Implementation 39,276
2017 Pine Island MN Class&Comp Study 3,318
2017 Piqua OH Comp Study 20,906
• 2017 Pleasant Hill IA Class&Comp Study 9,082
2017 Polk County MN Market Survey 31,569
2017 Pulaski VA Class&Comp Plan 8,948
2017 RC Hospital and Clinics MN Class&Comp Study
2017 Richland WA Class&Comp Study 53,019
2017 Roanoke County VA Benefits Survey 93,524
2017 Robbinsdale MN Comp Study 14,302
2017 Saginaw County MI Class&Comp 195,012
2017 Salem VA Class&Comp 25,483
2017 Sammamish WA Class&Comp Study 50,169
2017 Santa Fe NM Class&Comp Study 83,875
2017 Shelby NC Class&Comp Study 20,325
2017 Stacy MN Comp Plan 1,426
2017 Story County IA Class&Comp Study 92,406
2017 Topeka&Shawnee Co Pub Library KS Comp Study
• 2017 Upper Trinity Reg Water Dist TX Comp&Class Study
2017 Vienna VA Class&Comp Study 16,370
2017 Watauga County NC Class&Comp Study 52,372
2017 West Point Public Schools VA Class&Comp Study
2017 Wyoming MN Market Survey 7,750
2017 Yellow Medicine County MN Market Survey 9,875
2018 Battle Creek MI Comp Study 51,833
2018 Bemidji MN Comp Study 14,435
2018 Blue Springs MO Pay Plan Design 53,294
2018 Bonner Springs KS Comp and Class Study 7,665
2018 Broad River Water Auth NC Class and Comp Study
• 2018 Bumsville MN Class and Comp Study 61,290
2018 Carver MN Comp Study 4,628
2018 Chicago Metro Agency on Planning IL Org Struc Rev/Comp Study
2018 Cleveland County NC SAFE Database 97,047
2018 Cloquet MN Comp Plan Update 12,050
2018 Craven County Schools NC Comp Study
2018 DART TX Comp Study
2018 Dayton VA Class and Comp Study 1,609
2018 DeSoto TX Class and Comp Study 52,599
2018 Dinwiddie County Schools VA Review of Compensation Study
2018 Elko New Market MN Pay Equity Report 4,513
• VR XE1 j I A PAGE 15 Or 3$'1
The City of Richmond, Indiana Page 19
1., Experience of the firm
I_Listof Relevant Projects:_2014 .. Present
Year Client State Project Population
2018 Eudora KS Class and Comp Study 6,211
2018 Grain Valley MO Class,Comp&Benes Study 13,125
2018 Harris Co Hsg Auth TX Salary/Wage Comp Study
2018 Hsg Auth of Durham NC Salary Comparability Study 263,016
2018 Ingleside TX Class&Comp Study 10,488
2018 Johnson County IA Comp and Class Study 144,251
2018 Lakeville MN Class&Comp Study 58,562
2018 Laurinburg NC Class&Comp Study 15,774
2018 Leavenworth KS Comp Study 35,891
2018 Madison County VA Class&Comp Study 13,200
2018 Mansfield CT Class&Comp Study 25,959
2018 Minnehaha Creek Watershed Dist MN Class&Comp Study
2018 Minnetonka MN Class&Comp Study 51,638
2018 Northwest Regional Library NC Class&Comp Study •
2018 Person County NC Class&Comp Study Phase III 39,276
2018 Plymouth School District No.287 MN Pay and Class
2018 Rappahannock Regional Jail VA Comp Study
2018 Rosemount Int School District No.917 MN Job Descr Updates/Training
2018 Salem VA Class&Comp 25,483
2018 Scott County CDA MN Pay Equity Report 137,232
2018 Thibodaux LA Market Study 14,566
2018 Verona WI Market Survey 10,632
2018 Wabasha Soil&Water Cons Dist MN Class Study
2018 Willmar MN Comp Study 19,680
2018 Winston Salem NC Class&Comp Study-Phase II 236,441
2018 Wright Soil&Water Cons Dist MN Class and Comp Study
2019 Adams County WI Class&Comp Study 19,973
2019 AppaICART NC Class&Comp Study
2019 Bellingham WA Comp Market Study 89,045
2019 Capital Region Water PA Class&Comp Study
2019 Council Bluffs IA Class&Comp Study 62,316
2019 Dallas Housing Authority TX Comp Study
2019 Fillmore Soil&Water Cons Dist MN Class&Comp Study
2019 Gastonia NC Class&Comp Study 75,536
2019 Gatesville TX Class&Comp Study 12,387
2019 Iowa League of Cities IA Comp Study 3,146,000
2019 King County Hsg Auth WA HR Management Consulting
2019 LOGIS MN Comp&Benefit Study
2019 McFarland WI Market Survey 8,108
2019 Montgomery MN Class&Comp Study 2,907
bra?y$a T PrPA (A 3131
The City of Richmond, Indiana Page 110
•
1.114pf Relevant Projects 2014 Pre_s_ent
Year Client State Project Population
2019 Morehead City NC Class&Camp Study-Maint 9,203
2019 Morris School District No.2769 MN Job Desc/Pay Equity Review
2019 New Glarus WI Class&Comp Study 2,172
2019 Paynesville MN Class&Comp Study 2,494
2019 Payson AZ Class&Comp Study 15,476
2019 Pittsylvania County VA Comp Study 62,426
2019 Purcellville VA Class&Comp Study 9,771
2019 Rocky Mount VA Comp Study 4,798
2019 Saginaw County MI Class&Comp Study 195,012
2019 Scandia MN Class&Comp Study 4,120
2019 St.Charles City-Co Library Dist MO Market Study
2019 Stutsman County ND Comp Study 21,087
2019 Tyler TX Class&Comp Study 104,991
2019 Vienna VA Class&Comp Update
2019 Wheaton IL Market Survey 53,373
2019 Wright County MN Class and Comp Study 131,311
Current Bellingham/Whatcom Co Housing Auth WA Salary Survey
Current Blackstone VA Class&Comp Study 3,396
Current Brooklyn Center MN Comp Study 30,712
Current Circle Pines MN Comp&Class Study 4,978
Current Farragut TN Class&Comp Study 22,729
Current Jordan MN Class&Comp Study . 6,255
Current Lake Havasu City AZ Pos Analysis&Comp Study 53,743
Current Leland NC Class&Comp Update 16,022
Current North Central Reg Library WA Comp&Benefits Study
Current Pottawattamie County IA Class&Comp Study 93,386
Current Rappahannock County Public Library VA Camp Study
•
Current River Falls WI Class&Comp Study 15,510
Current Sartell MN Class&Comp Study 13,917
Current Sauk Rapids <N Class&Comp Study 13,722
Current Shaker Heights OH Class&Comp Study 27,440
Current St.Paul School District No.625 MN Comp Study 294,873
Current Zimmerman MN Comp Study 5,499
-..l EXf3HI B 6 PAGE 11 OF 3 V
i�l2�T� 1
The City of Richmond, Indiana Page 111
2. Personnel
The Baker Tilly project team is designed specifically for the City of
Richmond, Indiana.
This project team represents experienced professionals who will be working on this
project. Our service team is selected to meet four very specific objectives for the City:
1) it represents the staff who will be directly responsible for your projects; 2) it provides a
range of expertise to cover the range of service requirements; 3) it provides a national
perspective of experience and institutional knowledge to achieve your future objectives;
and 4) it represents the commitment to take personal and professional responsibility for
the services and outcomes for the City of Richmond, Indiana.
Organizational chart
The City of Richmond, Indiana
STEVE MINER
DIRECTOR
ANN ANTONSEN JADA KENT DAN TESCH
DIRECTOR CLASSIFICATION SENIOR MANAGER
MANAGER
JULIE URELL JAMA MCCLUNG
DIRECTOR PROJECT DIRECTOR
1. l iW �.,?ipy-a.�. ,D Ll.
The City of Richmond, Indiana Page 1 12
9
3. Personnei
Project team bios
i •Director Steve Miner,Ed D/J D I
Qualifications:Steve, a Director within Baker Tilly's Human
Capital practice, has nearly 35 years of experience in local
government operations and management. He leads Baker Tilly's
Public Compensation and Classification section, including
3 '4 Survey Navigator, our online pay and benefits resource now
e. implemented in five state-wide organizations.
a' -' n, Steve has a lengthy background in public management and
.-:"ti liw,e human and organizational development. He and his team work
to provide quality compensation services products and
dependable data to those accessing Survey Navigator,along
with developing pay plans that fit the organization's needs and
pay philosophy. In addition,they advise on performance metrics
e ._- and programs appropriate to each client's unique capacities.
Steve has earned an Ed.D.in human resources, as well as a JD,
and has extensive chief administrative officer experience in
several Virginia counties over the last three decades.
Consultant t Jada Kent Mn aager
Qualifications:Jada is a manager with a background in human
"t resources management consulting, including classification and
? r compensation,organization management, and executive
` ^r k- ) recruitment. Prior to joining Baker Tilly,Jada served as a Public
y •
Affairs Specialist in the U.S.Army and Texas Air National
i Guard, respectively.Jada is in the process of completing a
• ,' 13 ..' ;. ,,: Certified Compensation Professional(CCP)Certification.Jada
"r Cf, has earned a Master of Public Administration from the University
of Texas and has been with Baker Tilly since 2015 after
completing an internship with the firm.
,Director , W Ann Antonsen I
y W , Qualifications:Ann is a consultant with a strong background in
organizational management and human resources that she uses
effectively in developing position analyses, classification and
compensation studies,performance management and evaluation
....- ..,1 ..T. .y.-- ` system development and staff training and in conducting
executive search efforts for the public sector.She also specializes
„ F :, in performing organizational studies, revising and developing
>; personnel policies and manuals and in conducting organizational
management training sessions and providing general human
resources assistance.Ann has been with the firm since 2005
and earned a Bachelor of Arts in Psychology from the University
of Minnesota.
Director , Julie Urell,,SPHR, SHRM-SCP
Qualifications:Julie has served in senior manager,director and
consulting human resources roles for non-profit,affordable housing
and global manufacturing organizations. In these capacities,she
has direct application experience as well as tactical and strategic
insight across a variety of human resources functions.Areas of
interest and specialization include employment practices and
benefit/retirementplon development and compliance,human
resource systems optimization and deployment and classification
and compensation systems.Julie holds a Master of Business
"E Imo'
The City of Richmond, Indiana Page 113
3. Personnel
Administration from the University of St.Thomas and a bachelor's
degree in human resources management from the University of
Iowa.She previously served as Board Director-Website
Development for Leading Edge Human Resources Network
(LEHRN), a regional HR information systems organization.She
also is a certified Senior Professional, Human Resources with the
Human Resource Certification Institute(HRCI)and is a Senior
Certified Professional with the Society for Human Resource
Management(SHRM).
Senior IMManager • Daniel Tench
Qualifications:Dan is a Senior Manager with more than 25 years
rf of experience as a Human Resources management professional
in local government. He is recognized as a leader in both
; { professional and not-for-profit organization and has provided
internal leadership, policy development, recruitment and training.
qr�r- Prior to joining Baker Tilly in 2013, Dan was the Interim Human
Resources Director for the City of West St. Paul, Minnesota and
held the position of Assistant City Administrator/Director of
V Administration/Interim City Administrator for the City of Lino
Lakes, Minnesota. He has a Mini MBA from the University of St.
Thomas and a Bachelor of Arts in Public Administration from St.
Cloud State University.
Project Director Jama McClung-' 1
k. Qualifications:Jama joined the human capital advisors group
$ supporting Mid-Atlantic executive recruitment work and now
oversees all data collection and job description writing for the
1r group. Her specialty focus is delivering high-quality position
,17.7.11, descriptions that appropriately match employee's final
I classification and job responsibilities. Jama has performed prior
consulting support work as a capital project assistant for
i', healthcare IT financial system conversions and IT infrastructure
•
upgrades and has served as a public finance assistant
supporting senior living and healthcare public finance bankers.
She attended Glenville State College and is currently completing
course work towards a bachelor's degree in Business
Administration.
Full Project Team Resumes can be found in Appendix I.
•
The City of Richmond, Indiana Page 114
3. Proposed timeline
Baker Tilly takes pride in meeting its time commitments.
The schedule to commence this project coincides with Baker Tilly's completion of other
studies.This will ensure that the proposed staff members will be available to concentrate
on this study. Baker Tilly is prepared to initiate the study within 10 days after receiving the
official notice to proceed and will complete the study within 140 days (20 weeks).A
detailed project schedule will be developed in conjunction with the client upon contract
signature.
There are factors that impact upon meeting the schedule that are beyond the
consulting team's control. The proposed time frame is contingent upon a timely
decision, the receipt of requested data, and the timely receipt of feedback and
comments on the submitted preliminary data.
Env I1T_A ,PAGE eats 3
The City of Richmond, Indiana Page 1 15
4. Additional information
Baker Tilly is uniquely positioned to assist the City of Richmond,
Indiana to ensure an equitable, competitive
classification/compensation system is in place that supports its
mission of competent, expeditious, courteous and cost-effective
services.
Our understanding of the City of Richmond, Indiana's
needs
While the City of Richmond has maintained its classification system over the years and
employees a professional and highly regarded Human Resource Department, external
pressures have created the possibility for classification and compensation inequities both
within and outside the organization. The City has likely experienced increased turnover,
particularly in key positions, and is concerned that an up-to-date classification and
compensation study is needed to ensure that these equities are properly documented
and addressed. Internal analysis shows a discrepancy between the City's salary structure
and those organizations against which it competes for talent. Therefore, to remedy these
potential imbalances, ensure the ability to recruit and retain top talent, and to clearly
outline promotional opportunities and recognizable compensation growth, a
comprehensive classification and compensation evaluation is warranted.
To that end, the City is seeking the assistance of a qualified consultant or firm to conduct
a study that evaluates the actual job content of each position; determines the
competitiveness of salary ranges, benefits and variable pay practices with appropriate
benchmark organizations, and provides for efficient ongoing maintenance.
Baker Tilly's methodologies are consistent with these goals, as we base our studies on
the following guiding principles:
— Classification and compensation studies should include employee involvement and
promote transparency to ensure that, at the commencement of the project,
ambassadors are created who will build confidence in the process at all levels in the
organization.
— As the classification and compensation systems are the foundation of all other human
resources (HR) programs, they must be strategically structured to achieve the
City's HR and operational goals.
— Position classification should be a defensible process. The assignment of positions
into pay grades should be based on a quantifiable system of job evaluation.
— Compensation surveys should include relevant benchmark organizations. Who
does the City compete with for talent?Are the demographic characteristics similar? Is
there consistency in the services provided?What is the appropriate competitive
position?
5 - - ppeNw�?? �-�
Sf' 1 PAGE a s OF 3
The City of Richmond, Indiana Page 1 16
Adhering to these principles will ensure the Compensation Study conducts a study that meets
its stated goals and best practices, is objective and has the most support during and after
implementation.
To facilitate an effective comparison between Baker Tilly's proposal and that of other
respondents,we have outlined below key project phases, inclusive of deliverables. Please
note that this reflects multiple options for the City's consideration. Should our subsequent
timeline or fee structure exceed those of the City needs,we'd be pleased to discuss both
to see how we might amend the scope or schedule to achieve the City's goals.
1. Project initiation—data collection
a. Kick-off materials and presentation
b. Project schedule
c. Initial data request and review
2. Employee communication sessions
a. Position Analysis Questionnaire (PAQ)
b. Employee presentations
c. Interviews and focus groups(optional)
3. Job classification/development of job evaluation system
a. SAFE®job evaluation
b. Classification recommendations and corresponding employee allocation
c. Identification of variance between survey results and internal placement
4. Total Compensation survey and update/development of pay plan
a. Salary range comparisons using reputable, industry-standard sources of published
survey data
b. Job summaries and salary survey
c. Market comparisons
d. Benefit comparison, as needed and specified
e. Preliminary and final pay plan(s)
5. Implementation strategy and staff training
a. Implementation costing scenarios (up to 3)
b. Staff training
c. Administrative guidelines
d. SAFE®job evaluation scoresheet for ongoing administration
6. Final report
a. Draft and final reports
b. Concluding presentation
Proposed solution to meet the City of Richmond, Indiana's
needs
As described in this proposal and outlined below, Baker Tilly is an ideal candidate for
meeting your needs. Choose Baker Tilly and you will be joining forces with a firm proven
at strategic ally collaboration with clients.We offer the requisite depth of experience,
knowledge, and skills to effectively meet the City's needs.The City of Richmond, Indiana
will receive a solution tailored to your needs and objectives from our collaborative
process.
:Wtrat we heard you seek How we will deliver
' Compensation — We establish Position Documentation using our Position
structure Analysis questionnaire
The City of Richmond, Indiana Page 1 17
5. Additional infformat oai
What we heard you seek How we will deliver
— New position (class)descriptions which are up to date
and professionally prepared
— Analysis of your positions vis-à-vis Federal standards for
overtime
2 Classification structure — A recommended Unified pay structure that is competitive
with your established(benchmark)competitors
— An up-to-date market survey of those organizations with
3. Market survey whom you are competing for talent.This can include
benefits at your option
— We recommend a pay structure that is appropriate and
4., Compensation schedule`= meets all state and federal requirements for all employees
included in the study
— You are buying a system, not just a study.We'll train you
5. Classification manual on our SAFE system and leave you with a manual and
the tools to manage the system thereafter
— Options and our recommended path towards
6 .Financial impact ' implementation that meets both your fiscal and
operational goals, coupled with implementation cost for
each option
In summary, extensive expertise, human capital consulting experience and a collaborative
approach positions Baker Tilly as an exceptional firm to serve the City's needs.
We are confident that you will find our assertions substantiated by the information presented
in this proposal and the comments provided by our references. We look forward to a
successful and lasting relationship.
Scope of services
Delineated on the following pages is the proposed project approach and study methodology.
The scope of services, tasks and staffing necessary to complete this project successfully
are discussed in subsequent sections of this proposal.The project approach was developed
to include significant employee involvement and is subject to adjustment if it is determined
that more employee involvement is necessary or desirable.
Project initiation data collection
The Baker Tilly Project Director will meet with the designated City HR staff and
appropriate officials to establish working relationships and to finalize a comprehensive
work plan and timetable.All current classification and compensation data will be assembled
and evaluated to determine the status of existing human resource management programs
and to identify apparent challenges and opportunities.
The purposes of the meeting are to:
— Introduce the Project Director
— Discuss the background and experience of Baker Tilly and the consulting team
— Discuss, in detail, the methodology to be used in conducting the study, the role of the
consultant and the employees and the amount and type of employee participation
— Ascertain the major issues the City wants the study to address
pk _ ;t G`v aH CF 3 Page City of Richmond, Indiana �. Pa a 18
6. Additional information
— Review the project schedule and determine significant milestones
— Determine the frequency and content of status reports
— Discuss methods of communicating the status of the study to employees
— Discuss how information about each employee's job will be obtained
— Review Baker Tilly's copyrighted Systematic Analysis and Factor Evaluation (SAFE®)
system of job evaluation
After meeting with City leadership and other appropriate officials, a staff meeting will be
held with department directors to discuss the project objectives and procedures and to
explain the use of position analysis questionnaires (PAQ, provided by Baker Tilly)and to
schedule their distribution, collection, review and verification. Baker Tilly will also
distribute a specific questionnaire to each director to understand organizational
arrangement, mission, goals and objectives and to determine what challenges, if any,
they:are experiencing with the existing classification and compensation systems.
Development of classification system
Development of the classification system begins with the distribution of Position Analysis
Questionnaires(PAQs)to employees.The questionnaire allows employees to describe
their job duties, responsibilities and essential functions in detail. The questionnaire also
provides an opportunity for each employee's supervisor to review and comment on the
data supplied by the employee and provide specific comments concerning various job
factors that affect the position.
Baker Tilly has developed an innovative and proprietary online PAQ. Any employee who
is comfortable using a smartphone,tablet or computer will find the online instrument very
user-friendly and efficient.We find most organizations have at least 95%of their workforce
positioned to utilize the online PAQ,and its use adds great value and efficiency to our studies.
For a small subsection of employees, we can accommodate handwritten hardcopies
(forwarded electronically)when necessary.
Upon receipt of the PAQ data,the consulting team will review and analyze the content of
all questionnaires and make preliminary classification decisions.Any questionnaires that
require clarification and/or verification will be noted and the consulting team will determine if
it is necessary and appropriate to conduct individual telephone job audits with select
employees,to ensure our complete understanding of each position.
Based on the information collected through the PAQs and any job audits, a consistent
program of job classification will be developed.This will include a review of class descriptions
for each position. It will also include review of the current assignment of each employee
to the appropriate existing class with respect to duties and responsibilities, skills and
abilities, and minimum education and experience requirement,with special attention given
to ensuring that bona fide occupational qualifications, licensing, certification and special
training, if dictated by standards of practice and/or job requirements, are included as
minimum qualifications of classes.
The consulting team will consolidate specific job titles and descriptions,where appropriate,
in order to significantly reduce the number of job titles and job descriptions. Consolidating
job titles and descriptions will facilitate efficient administration of the classification plan.
1EXHHB CPr PAGE a-5_ F 3i j
The City of Richmond, Indiana Page 119
5. Add t ona inforrnaUon
Review of classifications and class descriptions
The consulting team will prepare a preliminary list of employee classifications, review
current class descriptions and submit any recommended title or class changes to the
human resources department for consideration. The consulting team will review the work
duties and other factors as identified in the PAQ's, based upon the comments received
and develop draft position descriptions for City review.After all suggested changes have
been evaluated, final classification decisions will be made, and final descriptions
delivered.
A list will be prepared concerning the appropriate FLSA status of each job class.
Job evaluation and development of pay plan
In order to determine appropriate salary levels of positions in the workforce, Baker Tilly
will conduct a customized salary and benefits survey to compare City positions with
analogous positions in other comparable public agencies in the area labor market, other
governmental units of similar size and private sector employers in the general area.The
study team will consult with City staff to identify the appropriate sources of survey data.
Subsequent to consulting with the staff, appropriate benchmark positions will be identified
to be included in the survey. It is proposed that the benchmark positions be selected
according to the following criteria:
- Encompass the full range of positions in the study
- Pertain to positions that are experiencing a high rate of turnover
- Be based on an analysis of exit interviews
- Relate to a review of requests for reclassifications
- Conform to information obtained from discussions with department directors
Based on the wage data analysis and the classification system developed, the linear
least squares method will be used to develop an appropriate salary curve and salary
schedule. The salary schedule will contain sufficient pay grades to properly compensate
employees for the development of their abilities over time. The schedule will also relate
salary advances within grades to performance.
Baker Tilly has developed and copyrighted a job evaluation system known as the Systematic
Analysis and Factor Evaluation (SAFE®). This system has been successfully used for
several years and has been reviewed by the United States District Court in conjunction
with an Equal Employment Opportunity(EEO) suit and found acceptable to the Court.
It is important to note that the Systematic Analysis and Factor Evaluation system is a
unique method of job evaluation. The SAFE®system was designed to measure job
factors that apply specifically to local government.
The system rates and ranks jobs based on skill levels and work factors. The result is an
equitable and consistent method of evaluating jobs and relating classes to the compensation
plan.The system facilitates proper and equitable cross comparisons between and among
classes, and minimizes the appearance of favoritism in evaluating, rating and ranking jobs.
Each position, or group of positions,will be evaluated and assigned to an appropriate salary
grade based on the classification system and prevailing rates paid by survey participants.
The City of Richmond, Indiana Page 120
The elements considered in determining the relative value of classifications are:
— Training and ability — Experience required
— Level of work — Human relations skills
— Physical demands — Working conditions/hazards
— Independence of actions — Impact on end results
— Supervision exercised
Fringe benefits data can also be surveyed., if desired. The benefits to be surveyed
include, but are not limited to, holidays, annual leave, sick leave, insurance coverage
(including cost and portion paid by the entity), pension (including entitlements and costs)
and other benefits identified in the meetings previously described in this section.
Implementation strategy and staff training
At the conclusion of the study, Baker Tilly will work with the staff in developing a plan for
implementing the study recommendations. The plan will coincide with the needs of the
City and the employees while maintaining the City's financial integrity. Baker Tilly also will
train members of the staff in the methodology used to develop, maintain and update the
classification and pay plan. The training program will include the development and/or
revision of class descriptions along with rating, ranking and salary grade assignments of
positions. Instruction manuals pertaining to the job evaluation system will be prepared
and presented. The Baker Tilly team will remain available to the staff for additional
consultation after the study has been completed.
Baker Tilly Incorporated can provide ongoing assistance to clients after completion of a
classification and compensation study. Post-contract maintenance services include
assisting the City with assignment of positions to the classification plan, determining the
FLSA status of a new or revised position and conducting job evaluations for
reclassification requests and new positions created by the City.
Final report
The final report will be a document that contains the following:
— Detailed study methodology
— Discussion of the consulting team's findings,conclusions and recommendations regarding
employee classification, salary structure,fringe benefits(if requested), compensation
plan, estimated cost and implementation plan
— Schematic list of classes and the assignment of each class to a salary grade
— List of detailed class descriptions
— The results of the Salary and Benefits Survey
— List of employees and their recommended classifications
— Job evaluation factor analysis for each position
A manual on the use of the SAFE®job evaluation system will be provided.
The City of Richmond, Indiana Page 121
5. Total cost
Baker Tilly will perform all the tasks delineated as described in Option 1: Custom
Classification and Compensation Study, as described in this proposal for a
professional fee of$43,810.This fee is based upon review and development of class
descriptions for all employees, classifications and associated work outlined in this
proposal to provide the City of Richmond, Indiana with a classification and compensation
study.
•
The City of Richmond, Indiana Page 1 22
6. General conditions
5. Define the general conditions and associated range of fees, costs, contingencies and
expenses, expected staffing necessary to complete the project within the timelines
described in the scope of services and whether you offer discounts for prompt
payment.
Baker Tilly would invoice the City for work completed based on the following schedule:
Percentage -,Cumulative
Time ofi Invoice In_ - voiced Percentage
Completion of Project Initiation(or Employee Orientation) 25% 25%
4 Completion of Position Analysis`Questionnaires 25% 50%
Completion of Draft Pay Structure(s)or Pay Structure Updates 'i 40% 90%
Completion of Final Report 10% 100%
Out-of-pocket expenses
Baker Tilly would charge the City of Richmond, Indiana, at cost, for actual out-of-pocket
expenses. Out-of-pocket expenses include, but are not limited to,travel and sustenance,
overnight or messenger deliveries, conference calling beyond our internal capabilities,
photocopying and mailing costs. Direct out-of-pocket expenses will not exceed$2,160 for
the project.
Additional work
Should the City of Richmond, Indiana request and authorize additional work, we would
invoice the City at an agreed upon fee or our standard hourly fees.Additional
Implementation Plans will be billed at a cost of$600 plan. In addition,we would charge,
at cost, for any related out-of-pocket expenses.
Title Hourly Rate_
Principal&Senior.Officer $260
Senior Professional Staff $215
Professional Staff: • $160
HR Analyst/project Coordinator $100
Associates $75
Additional work would include work outside the scope of services as agreed to including,
but not limited to:
— Additional position descriptions
The City of Richmond, Indiana Page 123
5. Project fees
— Additional job audits
— Additional on-site meetings
— Additional reports
— Work related to a special request
Professional fee and project schedule
Our experience has shown that the greatest risk in a study of this nature is the City's
ability to conduct an "apples to apples" comparison of the services recommended by
different vendors. For example, various job evaluation/classification approaches, from the
"slotting"of positions based on perceived internal equity considerations, to the
development and implementation of quantifiable systems of job evaluation (which Baker
Tilly has included with our SAFE®process), have been used successfully in local
government. The City, therefore, may be faced with the challenge of evaluating the
various proposed methodologies,fee structures and timelines received as part of your
procurement process.
Baker Tilly's staff understands the impact these differences have on project deliverables
and would welcome the opportunity to discuss the advantages and disadvantages of
each approach so the City of Richmond, Indiana can make an informed decision for this
study. Finally, if Baker Tilly is identified as a desirable provider,whether due to our
detailed proposal, experience in similar environments, or the strength and validity of our
SAFE®process, but our professional fees or timeline exceed available funds, we would
be pleased to review the competing scope of services and prepare a best and final offer
relative to those modified deliverable expectations.
Negotiation
This proposal is contingent upon the City agreeing to the terms and conditions of our
standard engagement letter. Should the City wish to incorporate additional terms,
,including without limitation items referencing termination and indemnification, or proceed
on the basis of its own format agreement,we would require the ability to negotiate
mutually acceptable terms and conditions prior to executing a final contract.
i,7-7 Zt PAUL. 3® Oc" 3 s-
-
The City of Richmond, Indiana Page 124
Appendices
Appendix I: Project Team Resumes
•
•
•
PAGE 31 OF 3`i
The City of Richmond, Indiana
Appendices
Steve Miner, Ed.D./J.D.
Steve Miner, a director with Baker Tilly's executive recruitment practice, has more than 35 years of
experience in helping local governments achieve their goals.
Steve specializes in compensation and workforce services,
n, and organizational performance. He has a lengthy
fin,
background in public management, human and organizational
C4 y performance and local government law.
. - Specific experience
�4,',
- Pay plans and systems
r . Classification
-� ` `ZOrganizational Assessment/Performance
Sr rs
` '` '' '~` - Employee retention
- HR Audits
Baker Tilly Virchow Krause, LLP - Strategic Workforce Planning
Director - Served Chief Administrative roles in various Virginia
9097 Atlee Station Road localities, as well as serving as Deputy CAO and HR
Suite 200
Mechanicsville, VA 23116 Director
United States - Has designed and implemented organizational performance
management systems
T+1 (804)562 2383 - Specializes in challenging group dynamics affecting
NI+1 (804) 240 9760 organizational performance
steve.minernbakertilly.com
bakertilly.com Industry involvement
Education - ICMA 30 years
Bachelor of Arts, History - SHRM 18 years
The University of Virginia's College at Wise - ATD 05 years
- IPMA-HR 03 years
Juris Doctorate
Cumberland School of Law, Samford University- Continuing professional education
Birmingham
- UVa Weldon Cooper Senior Executive Institute
Doctor of Education in Human Resources - Certified Myers-Briggs Type Indicator
The George Washington University Graduate School of - Certification Pending, TTI Disc, Driving Forces, Motivators
Education and Human Development-Washington,D.C.
t X`i ap t is FAGE 3 o
iY
The City of Richmond, Indiana ii
,
Appendices
Jada Kent
Jada Kent, a manager at Baker Tilly, has been with the firm since 2015.
F6 4 c S
. Jada is manager, specializing in conducting job evaluations,
FLSA reviews, market data compilation and analysis, regression
41 ^ .� * analysis, implementation calculations, and benefits review and
analysis. Jada also trains clients to use the SAFE®job
evaluation system and assists with conducting employee
presentations, interviews and audits.
Before transitioning to the compensation team,Jada was a project
Baker Tilly Virchow Krause, LLP manager in support of many executive recruitment and organization
Manager management studies—a role she obtained through an internship.
2500 Dallas Parkway Prior to joining Baker Tilly,Jada served as a public affairs specialist
Suite 300 (journalist)with the 7th Mobile Public Affairs Detachment(MPAD)
Plano,TX 75093 in the U.S. Army, as well as the 136th Airlift Wing (AW) in the
United States Texas Air National Guard, respectively. In this role Jada was
responsible for preparing news releases, articles and photo
T+1 (972)748 0300 stories for both military and civilian news outlets.
M+1 (469)520 6345
jada.kentoebakertillv.com Industry involvement
bakertilly.com
North Texas Compensation Association (NTCA)
Education
Master of Public Administration (MPA)
University of Texas—Dallas Continuing professional education
Certified Compensation Professional (CCP)—Expected
Bachelor of Arts, U.S. History/Political Science Completion Spring 2020
University of North Texas—Denton
r-
1EXHIBIT A 33 OF b/
•
The City of Richmond, Indiana 3
Appendices
Ann Antonsen
Ann Antonsen, a Director with Baker Tilly, has been with the firm since 2005.
Ann is a consultant with a strong background in organizational
management and human resources that she uses effectively in
developing position analyses, classification and compensation
studies, performance management and evaluation system
development and staff training and in conducting executive
search efforts for the public sector. She is dedicated to using
.' y° - her well-honed abilities to assist governmental agencies in
�l developing and growing meaningful legacies
rI Specific experience
- Performs organizational assessments and studies,
Baker Tilly Virchow Krause, LLP revisions and development of personnel policies and
Director manuals and conducts organizational management training
380 Jackson Street and providing general human resources assistance
Suite 300 - Strong background in Organizational Management and
Saint Paul, MN 55101 Human Resources
United States - Experienced in serving government organizations
- Provides human resources management services for large
T+1 (651)223-3057 suburban communities and regional centers
M+ 1 (612) 382-4491 - Has human resources experience in both public
ann.antonsenAbakertilly.com associations and private corporations
bakertilly.com
Education Industry involvement
Bachelor of Arts, Psychology
University of Minnesota-Minneapolis - International Public Management Association in Human
Resources (IPMA)
Continuing professional education
- Continuing Legal Education Courses
yy The City of Richmond, Indiana iv
Appendices
Julie A. Urell, SPHR, SHRM-SCP
Julie Urell, a director at Baker Tilly, has been with the firm since 2012.
Julie is a consultant with the human capital advisors group and
; ,
provides project leadership,oversight and consultancy in a number
of service areas including compliance and policy, organizational
et
management, and compensation and classification plans. Her
fi '7.. 145 experience creates additional opportunities to assist clients in
areas such as employee relations, complex investigations,
Affirmative Action/EEO compliance, benefit plan design and
z; HR technology efficiencies.
Specific experience
- Working with a global SaaS information management and
Baker Tilly Virchow Krause, LLP survey software company as well as Baker Tilly analytical
Director• staff, developed proprietary online business process
380 Jackson Street efficiencies that are unique to compensation studies, easy
Suite 300 for clients to utilize and virtually paperless
Saint Paul, MN 55101 - Project and consulting services for clients in Minnesota,Kansas,
United States Wisconsin, Illinois, New Jersey, North Carolina, North
Dakota, Texas, Iowa, Washington,Virginia and Missouri
T+1 (651)223 3041 - Directed human resources service delivery and diversity
iulie.urelk bakertillv.com compliance for a 6,000 unit affordable housing provider
bakertilly.com - Delivered compliance and policy consulting services in the
global corporate sector
Education
Master of Business Administration
University of St. Thomas-Saint Paul Industry involvement
Bachelor of Business Administration-Management - Society for Human Resource Management
Sciences, Industrial Relations and Human Resources - Human Resource Certification Institute
University of Iowa-Iowa City - (Former) Board Director, Leading Edge Human Resources
Network(LEHRN)-an affiliate of the International
Association for Human Resource Information Management
Thought leadership
- "Performance Management: Inspiring Winners"
- "Pay Equity Reporting-A Pay Equity Management
System Sample Filing"
Continuing professional education
- Senior Professional, Human Resources-HRCI
- Senior Certified Professional-SHRM
. E i _a_PAGE 3.1 OF 3 t
The City of Richmond, Indiana v
Appendices
Daniel Tesch
Dan Tesch, a senior manager with Baker Tilly, has been with the firm since 2013.
He and has more than 25 years of experience as a human resources
management professional in local government. Dan is recognized
TI` as a leader in both professional and not-for-profit organization
•
and has provided internal leadership, policy development,
recruitment and training. Dan is recognized as a leader in both
professional and not-for-profit organization and has provided
� • • internal leadership,policy development, recruitment and training.
;At '
Specific experience
- Experience in contract negotiations/labor relations,employee
• recruitment, performance evaluations, employee and
community surveys, council/staff communications and
Baker Tilly Virchow Krause, LLP
Senior Manager employee safety and training
380 Jackson Street - Has led successful recruitment and hiring efforts for all
Suite 300 personnel including top management, department heads,
Saint Paul, MN 55101 clerical, technical,fire district and general maintenance
United States - Effectively works with consultants, testing professionals
and staff panels
T+1 (651)223 3078 - Led major reorganization initiatives in response to the
dan.tesch(n�bakertilly.com needs for greater staff infrastructure in a rapidly growing
bakertilly.com community
- Involved in administration of two Twin Cities metropolitan
Education suburbs
Bachelor of Arts, Public Administration
St. Cloud State University-St. Cloud
Industry involvement
Mini MBA
University of St. Thomas-St. Paul - Minnesota City/County Managers Association
- International Public Management Association in Human
Resources
- National Public Employer Labor Relations Association
- Minnesota Public Employer Labor Relations Association
- Minnesota Association of Telecommunication Administrators
- Mediation Services of Anoka County
- The Unknown Group (TUG)-convener 2012
- Association of Professional Management Assistants
(APMA)-past president
- North Metro Telecommunications City-past officer and
commissioner
The City of Richmond, Indiana vi
Appendices
Daniel Tesch, page 2
Community involvement
- Clare Housing, Minneapolis, Minnesota—Board of
Directors
•
fi r' it p p PAGE37 h 3 g
The City of Richmond, Indiana vii
Appendices
Jama McClung
Jama McClung, a Project Director with Baker Tilly, has been with the firm since 2010.
Jama joined Baker Tilly's management consulting group,
za, supporting Mid-Atlantic executive recruitment work.
•
Specific experience
ate - Specialty focus is classification and compensation studies,
performance evaluations and benefits review
44 - Performed prior consulting support work as a Capital
, Project Assistant for healthcare IT financial system
conversions and IT infrastructure upgrades
- Served as a Public Finance Assistant supporting senior
living and healthcare public finance bankers
Baker Tilly Virchow Krause, LLP
Staff Consultant
9097 Atlee Station Road
Suite 200
Mechanicsville, VA 23116
United States -
T+1 (804) 622 6991
iama.mcclungl@bakertil ly.com
bakertilly.com
Education
Coursework completed
Glenville State College-Glenville
I j re,Gt 3.!. 38
The City of Richmond, Indiana viii