Loading...
The URL can be used to link to this page
Your browser does not support the video tag.
Home
My Public Portal
About
010_020_Combined Class & Comp Agenda March 19 2015
MAYOR CITY MANAGER Jason Buelterman 0 - Diane Schleicher CITY COUNCIL CLERK OF COUNCIL Wanda Doyle, Mayor Pro Tern Janet LeViner Barry Brown Paul Wolff CITY ATTORNEY Bill Garbett Edward M. Hughes Rob Callahan /Eu�. Monty Parks CITY OF TYBEEISLAND City Council Agenda Item Request Council Workshop Meeting Date: Thursday, March 19, 2015 Purpose: The purpose of this agenda is to obtain the City Council's approval to acquire Classification and Compensation Study from Evergreen Solutions, LLC for 35,550. Explanation/Description: The City of Tybee Island issued a request for proposal ("RR") to acquire the service for a Comprehensive Classification and Compensation Study to assist the City of Tybee Island with the strategic plans as it relates to classification and compensation to ensure that employees are equitably compensate for the work performed on behalf of the City, while recognizing and rewarding those employees who exceed expectations. This should be accomplished with a modern compensation and classification system that is easily managed, not overly complex for employees to understand, and adaptable. The City is constantly competing to recruit and retain the best employees possible. In addition, the City needs to develop guidelines to assist the City staff in determining starting salary for new employees based on knowledge and experience above the minimum requirements of the position, and based on how difficult it is for the City to fill and market competiveness. The City needs guidelines to implement strategies related to other key compensation practices based on market demand such as skill pay, certification pay, bilingual pay, promotional assignment pay, acting interim pay assignments and compensation policies alternatives. Finally, the employee job descriptions need to be reviewed and updated, especially regarding the minimum qualifications of positions and each job description needs to include the American Disabilities Act Minimum Requirements as it relates to each position within the City. The majority of the City's job descriptions were prepared by the previous company who performed a comprehensive classification and compensation study; the City rejected their recommendations, but utilized the job descriptions the company presented. The job descriptions were far from adequate, failing to include in the minimum requirements section of the job description that a high diploma or GED was required, etc. RECOMMENDATION: On March 9, 2015, the City of Tybee Island received two proposals to provide Comprehensive Classification and Compensation Study to the City. The names of the proposers and their ranking are listed follows: 1. Evergreen Solutions, LLC 2. Condrey &Associates, Inc. P.O.Box 2749—403 Butler Avenue,Tybee Island,Georgia 31328-2749 (866)786-4573—FAX(866)786-5737 * www.cityoftybee.org *Ctrulicd % Ethics COMPREHENSIVE CLASSIFICATION AND CLASSIFICATION STUDY CRITERIA FOR EVALUATION AND AWARD Criteria Evaluation Points Assigned Condrev&Associates,Inc. Evergreen Solution,LLC Project Cost 15 10 8 Expertise of Designated Staff 25 22 23 Experience With Similar Projects 20 15 20 Managerial Capabilities 15 5 15 References 25 15 23 Tota I 100 67 89 Of the proposals submitted, Evergreen Solutions, LC is recommended to provide Comprehensive and Compensation Study to the City for$35,550 to begin immediately upon the City Councils' approval. Evergreen Solutions is located on 2878 Remington Circle, Tallahasse, FLA 32308. Of the two companies Evergreen Solution presents the most professional and adequate proposal, answering all questions in specific detail. A review of their proposals disclosed that within the past six months the company has performed similar services for the City of Savannah, GA. and the City of Garden City, GA. In addition, the company has extensive experience performing these studies for City governments located on the coast including the Town of Hilton Head, SC and City of Key West, FLA. BUDGET/COST: $35,550 Currently, the City budgeted $15,000 in the Human Resources Manager's budget within the General Fund to pay for the study; the City is short $20,550. Since this is a government-wide study, the enterprise funds should share the cost. Therefore, I'm proposing to allocate the $35,550 cost to each department based upon the number of employees within its department, excluding seasonal employees. On the March 26, 2015 City Council meeting, Finance will present a budget amendment allocating the cost among each department. ATTACHMENTS: Yes 1. Attachment A- Request for Proposal for Comprehensive Classification and Compensation Study; 2. Attachment B—Proposal from Evergreen Solutions, LLC for a Comprehensive Classification & Compensation Study 3. Attachment C- Draft Agreement between the City of Tybee and Evergreen, LLC Submitted By: Angela Hudson, Director of Finance and General Administration Comments: None Date Submitted to Clerk of Council: March 12, 2015 ATTACHMENT A is c)f• : o RFP # 2015-661 CITY OF TYBEE ISLAND TYBEE ISLAND, GEORGIA IS ISSUING THIS REQUEST FOR PROPOSAL FOR FURNISHING THE PRODUCT DESCRIBED HEREIN: COMPREHENSIVE COMPENSATION/CLASSIFICATION STUDY Bidders shall offer services and materials which may be upgraded with optional services and materials which may not be purchased at time of bid award. Bidder shall specify in the proposal the delivery schedule for the products and services from time of notification of award of bid. BIDS ARE TO BE RETURNED NO LATER THAN: MARCH 9, 2015 AT 10:00AM BIDS WILL BE OPENED ON MARCH 9,2015 AT 11:00 AM AT CITY HALL. ALL RESPONDENTS ARE INVITED TO ATTEND. The City is seeking a total bid package for service/materials equal to or exceeding specifications set forth on the attached pages which must meet or exceed stated specifications. Those not meeting these standards will be rejected. The attached material specifications become and remain a part of this request for proposal All responses, inquiries, or correspondence relating to, or in reference to, this request for proposals, and all reports, charts, displays, schedules, exhibits and other documentation by the bidders shall become the property of the City when received. All proposals submitted in response to this invitation for bid shall become the property of the City. The City retains the right to use any or all ideas presented in any proposal to the invitation to bid, whether amended or not. Selection or rejection of the proposal does not affect this right. Mail proposal to: BID NUMBER 2015-661 CLASS/COMP STUDY MELISSA FREEMAN 403 BUTLER AVE PO BOX 2749 TYBEE ISLAND, GA. 31328 Inquiries or other need for clarification in this document should be submitted no later than February 20,2015. Email questions only: Melissa Freeman Email: mfreeman @cityoftybee.org Bids shall be submitted in a sealed envelope, clearly marked on the outside of the envelope, to the office of the above address prior to the time specified. Signature of bidder indicates that bidder understands and will comply with attached terms and conditions and all other specifications made a part of this invitation for bid and any subsequent award or contract. All terms, conditions and representations made in this invitation will become an integral part of the contract. Nothing contained within this RFP is indicative of intent by the City of Tybee Island to reimburse the bidder, in whole or in part, for any costs associated with preparation, submission, or presentation of proposals. WAIVER: The City of Tybee Island reserves the right to reject any or all bids received. The City reserves the right to waive any variances from original bid specifications in cases where the variances are considered to be in the best interest of the City. SCOPE OF SERVICES The goal of the City, as it relates to classification and compensation, is to equitably compensate employees for the work performed on behalf of the City, while recognizing and rewarding those employees who exceed expectations. This should be accomplished with a modern compensation and classification system that is easily managed, not overly complex for employees to understand, and adaptable. The compensation study shall be made in accordance with generally accepted compensation methods and in accordance with applicable federal and state laws. The City currently has 92 full time and 26 part time employees. 1. Review the City's current compensation plan (salary grade levels and steps) and understand current challenges to recruiting and retaining employees. 2. Identify and recommend a consistent and competitive market position that the City can strive to maintain. 3. Recommend comparable labor markets, including both private and public sector employers for the compensation survey. The City requires final approval of the labor markets which will be included in the study. 4. Develop and conduct a comprehensive compensation survey. 5. Recommend appropriate salary range for each position based on the classification plan, the compensation survey results, and internal relationships and equity. The consultant will prepare a new salary structure based on results of the survey and best practices. 6. Develop guidelines to assist the City staff with determining the starting pay for new employees based on knowledge and experience above minimum requirements of the position, how difficult the position is to fill, and market competitiveness. 7. Recommend implementation strategies including calculating the cost of implementing the plan. 8. Identify any extreme current individual or group compensation inequities, and provide a recommended corrective action plan and process to remedy the situation. 9. Make recommendations and provide implementation strategies related to other key compensation practices based on market demand, such as skill pay, certification pay, bilingual pay,promotional pay, and acting assignment pay. 10. Provide system documentation and computer software formats to administer the plan. 11. Provide recommendations for ongoing internal administration and maintenance of the proposed compensation plan. 12. Conduct comprehensive training for Human Resources to ensure the staff can explain and administer the new system in the future. The training program should be clearly spelled out in the proposal. 13. Provide an appeals process for a period of time after the plan is implemented. The City recognizes that it is not uncommon for municipalities to select some, but not all, of the consultant's recommendations. In some circumstances, selectively adopting a recommended package may negatively impact the effectiveness of the recommendation. Therefore, it is requested that, if applicable, the consultant identify which recommendations may be implemented individually and which should only be adopted as a package. EXPECTED PROJECT DELIVERABLES The consultant is expected to present the following information that shall be produced within the scope of services: 1. A written report outlining the findings related to the work undertaken in the Scope of Services. The report shall include the consultant's recommendations with supporting information in sufficient detail to evidence the basis for the final recommendation. 2. Identification of the accepted best practices, an explanation of likely alternatives to the City's current pay and compensation program, a listing of the potential benefits and drawbacks related to each best practice, and an explanation as to why the consultant is recommending each particular practice. 3. A financial impact analysis related to the report's final recommendations, which shall include, without limitation, the impact of classification adjustments, and compensation changes. 4. A detailed listing of proposed implementation action steps, with recommended timing necessary to implement the recommendations. The action steps should be in sufficient detail as necessary to adopt the consultant's recommendations without requiring ongoing support from the consultant during implementation. 5. Delivery of a draft report to the City Finance Director, and at least one meeting with the City Manager, Finance Director, and HR Manager to review the draft report. 6. An on-site oral presentation of the draft report recommendations to the City Council. The consultant should expect one meeting before City Council, but should also specify the additional per meeting rate, inclusive of expenses, if any additional meetings are required. The report will not be considered finalized until formally accepted by the City Council. 7. An Operation Manual that describes the management and operation for the recommendations. QUALIFIED PROPOSERS The City is seeking an experienced consultant to provide the services detailed in this RFP. Therefore, at a minimum, respondents should possess and clearly detail in the proposal experience in the following areas to be considered qualified for the Project: 1) Experience and expertise in analyzing municipal compensation and classification plans, and identification of best practices. 2) Knowledge of Federal and Georgia laws and regulations governing compensation of municipal employees. 3) Recent experience in analyzing, making and implementing recommendations in municipalities. 4) Demonstrate experience redesigning compensation and/or classification plans in a municipal setting, preferably within Georgia. 5) Experience conducting employee meetings or human resources staff training for the purpose of transitioning a municipality from a step based compensation plan to a merit based system is preferred, but not required. PROPOSAL FORMAT AND REQUIREMENTS The proposer should submit one (1) original (Clearly marked "Original"), one (1) copy, and one (1) memory stick or CD of their proposal and all relevant documentation (in PDF) of their written proposal that presents their qualifications and understanding of the work to be performed. Include all information requested, organized in tabbed sections, clearly identified in a table of contents as described in the paragraphs below. Any other information thought to be relevant but not applicable to the enumerated categories, may be provided as a separate appendix to the proposal. The following information/documents must be included in the proposal package to be considered responsive to the request for proposal: A. Management Synopsis - Provide a synopsis, prepared for management review, covering the salient features of the proposal including, overall costs, and terms of work. B. Statement of Methods and Procedures — Provide a statement describing the scope of the work as understood from the document. Describe the approach, means, methods, and procedures to be used to gather data, analyze findings, and develop recommendations as requested. Provide a sample of reports and/or other correspondence. C. Agents and Address — Professional resumes of all personnel to be involved in the study, identification of the project manager and a clear indication of the responsibilities of each. Include specific information on the staff's experience with public sector compensation including public safety. It is understood by the City that the individuals specified in the consultant's proposal are the individuals who will do the work associated with the compensation study, as described in the proposal. List address, email addresses and telephone number of the office from which the services are to be provided. Proposals shall be signed above the typed or printed name of the signer. The signer shall have the authority to bind the proposer to the submitted proposal. D. Structure and Content of Work Product -Provide a detailed breakdown and description of the specific steps, services, and study products that will be provided. Provide a detailed description of job analysis and compensation methodology to be used if the consultant has a pre-designed system. Describe how the final work product will be structured and presented upon completion. Include any computer/software compatibility information. Firms may elect to include in this section any innovative methods or concepts that might be beneficial to the City as long as the minimum requirements set out in the RFP are met. E. Work Schedule - Provide a timeline indicating tasks required and the start and completion dates for each. It is expected that the project will commence as soon as possible after the contract is awarded. F. References - Include the name, address, telephone number and e-mail address for contact persons at five (5) other public entities for which comparable services have been rendered. G. Cost of Services - Provide a total cost estimate, including travel expenses, and "not to exceed" amount for the work described in this document; a rate schedule for computing any extra work not specified in the contracted scope of work; and an amount to be deducted from the total cost estimate because proposer is conducting or has conducted in the past six (6) months, salary surveys of comparable jurisdictions/positions, the data from which can be shared rather than independently gathered. Include expectations of payment options and cost breakdown where possible. The cost estimate should be valid for a period of 90 days after the bid submission H. Other - Provide any other related and recommended products or services not specified in this RFP which may be considered essential or beneficial by the firm. These services should be priced separately form the total cost estimate in an Appendix I. All proposals must include a W-9, vendor application, affidavit verifying status, and contractor affidavit which can be found at the end of this request. About this Document - This document is a Request for Proposal but the lowest price proposed does not guarantee an award recommendation. Competitive sealed proposals will be evaluated based on criteria formulated around the most important features of the service. The proposal evaluation criteria should be viewed as standards which measure how well a firm's approach meets the desired requirements and needs of the City. The City will thoroughly review all proposals received. The City reserves the right to select and subsequently reward the proposal which best meets its required needs, quality levels, and budget constraints. CRITERIA FOR EVALUATION AND AWARD The successful Proposer will be selected based upon the best response offered to the City. Proposers may be requested to give an oral presentation after submission of responses should the City find it necessary to determine which is best received. Evaluation Criteria: Submitted proposals will be evaluated and scored based upon the following criteria: Criteria Points Assigned Project Cost 15 Expertise of Designated Staff 25 Experience With Similar Projects 20 Managerial Capabilities 15 References 25 PROJECT TIMELINE Request for Proposal Released February 5, 2015 Emailed Questions Related to RFP Due February 20, 2015 Proposals Due to City March 9, 2015 10:00am Proposals Opened at City Hall March 9, 2015 11:00am Proposal Evaluation Period March 9-13, 2015 Recommendation to City Council March 26, 2015 Notification of Award March 27, 2015 Project Completion Due May 15, 2015 PAYMENT The bidder shall specify terms of payment TERMINATION OF CONTRACT The City reserves the right to terminate the contract for reasons of violations by the successful bidder of any term or condition of the contract by giving thirty (30) days written notice, unless otherwise stated herein, stating the reasons therefore and giving the party ample time to remedy the deficiencies. City of Tybee Island TERMS AND CONDITIONS DEFINITIONS. As used herein, the following terms shall have the meanings set forth below, whether or not capitalized. (a) "Purchase Order" or"Order"means this purchase order. (b) "Buyer"means The City of Tybee Island. (c) "Seller" or"Vendor"means the party furnishing the supplies under this order. (d) "Supplies" means what the Seller furnishes the Buyer under this order and includes with limitation, the following; (1) the work; materials; articles; deliverable items, items, data and services, whether tangible or intangible or any combination thereof; and (2) what is leased or licensed, pursuant to the lease(s) or license(s) signed by both the Buyer and the lessor or licensor if attached to and made a part of this order. (e) "Loss" means any or all the following: claims, liabilities, damages, losses, costs, or expenses (including reasonable attorneys' fees and expenses and other legal costs). ACCEPTANCE. This order constitutes an offer which shall become a binding contract upon the terms and conditions herein set forth upon acceptance by Seller either by acknowledgement of this order or commencement of performance. Buyer objects to any difference, conflicting or additional terms proposed by Seller in the acceptance of this order, and no such terms shall be effective unless expressly accepted by Buyer in writing. Each shipment received by Buyer from Seller shall be deemed to be only upon the terms and conditions contained in this order, except by such written instrument modifying the order, signed by Buyer, notwithstanding any terms and conditions that may be contained in any acknowledgment, invoice, or other form issued by Seller and notwithstanding Buyer's act of accepting or paying for any shipment, or similar act by Buyer. PRICES. Seller represents that the prices, terms, warranties, and benefits contained in this order are comparable to or better than those offered to any other customer of Seller for items which are the same or substantially similar. Buyer shall receive the benefit prospectively or retrospectively if Seller offers any item or service included in this order to any other customer at a lower price, more favorable terms, more favorable warranties, or more favorable benefits up to one year after completion of this order. PACKING AND SHIPPING. All items shall be suitable packed and prepared for shipment to insure their safe transportation, to secure the lowest transportation cost, and to comply with the requirements of carriers. Buyer's order number shall appear on all documents and correspondence relating to these items. Packing lists shall accompany the items and shall include the order number, Buyer's part number, Seller model number, description of items shipped and any other information called for in the order. Buyer's count or weight shall be final and conclusive on shipments not accompanied by a packing list. Seller shall be liable for all excess transportation or other charges resulting from Seller's failure to comply with Buyer's packing, shipping, routing and delivery instructions. DELIVERY. Any delivery schedule made a part of this order is an important, material condition; time is of the essence of the order. Unless otherwise agreed to in writing. Seller shall not make material commitments or production arrangements in excess of the amount or in advance of the time necessary to meet Buyer's delivery schedule. It is Seller's responsibility to comply with this schedule, but not to anticipate Buyer's requirements. In addition to any other rights or remedies, Buyer may cancel all or any part of this order for Seller's failure to deliver in strict accordance with the delivery terms set forth herein. Seller shall promptly notify Buyer of any anticipated delay in the delivery date and Buyer may require Seller to ship by alternate means in order to expedite delivery. Any additional costs shall be paid by Seller and Seller shall be liable for all resulting damages to Buyer occasioned by the delay. Delivery shall not be deemed to be complete until the items have been received and accepted by Buyer. Advance and excess shipments may at Buyer's option be rejected and returned to Seller at Seller's expense. TRANSPORTATION. Except as otherwise provided on the face of this order, transportation charges on Supplies shall be f.o.b. destination, at Seller's sole cost and expense. Risk of loss from any casualty to supplies ordered hereunder, regardless of cause, shall be Seller's responsibility until goods have been delivered to Buyer's designated delivery post. No insurance or premium transportation costs beyond the price listed in this order will be allowed unless authorized by Buyer in writing. If Seller does not comply with Buyer's delivery schedule, Buyer may, in addition to any other rights that Buyer may have under this order, require delivery by fastest way, and charges resulting from the premium transportation must be fully prepaid and absorbed by Seller. WARRANTY. Seller warrants that all supplies delivered pursuant to this order shall strictly conform to the applicable specifications (including without limitation information or functional performance, material content, size, appearance, response time, etc.), shall be free from all defects and workmanship in materials including latent defects, shall be free from defects in design and suitable for their intended purpose, and shall be free from all claims, encumbrances, and liens. This warranty shall survive inspection, delivery and payments shall run to Buyer, its successors, assigns and the users of the items and shall not be deemed to be exclusive. Seller agrees to indemnify, defend and hold Buyer, Buyer's employees, and those for whom Buyer may act as agent, harmless from all damages, including consequential and incidental damages, incurred or sustained by Buyer by reason of any breach of any warranty with respect to the supplies purchased. Buyer shall be promptly reimbursed for all expenses incurred in the handling, inspection and return of defective items, and Seller shall bear the risk of loss on all such items. If any of the supplies are found at any time prior to acceptance to be defective in material or workmanship, or otherwise not in conformity with the requirements of this order, Buyer (in addition to any other rights which it may have under warranties or otherwise) may at its option (1) correct or have corrected the nonconformity at Seller's expense, or (2) reject and return such supplies or other deliverable items at Seller's expense, such supplies or other deliverable items not to be replaced without suitable written authorization from Buyer. CHANGES. Buyer may at any time request in writing changes to this order in the specifications, packing, shipment, quantities, delivery schedules, and other matters. If any such change causes an increase or decrease in the costs of or the time required for performance, Seller shall immediately notify Buyer. Any request for an equitable adjustment must be made in writing with 30 days from the date of the written request for the change. No additional charge or change in the specifications, packing, shipment, quantities, delivery schedules, and other matters will be allowed unless authorized by Buyer in writing. TAXES. The Buyer, a municipality in the State of Georgia, is exempt from Georgia Sales Tax under the Sales and Use Tax ID # 302 526 178. All sales and use tax due on materials purchased by the city for installation by the seller under this contract are the responsibility of the contractor. ASSIGNMENT. Neither this order nor any interest herein may be assigned, in whole or in part, by Seller without the prior written consent of Buyer. Notwithstanding the above, Seller may assign any monies due or to become due to him hereunder, provided that such assignment shall not be binding upon Buyer until receipt of a copy of the assignment agreement is acknowledged and approved by Buyer in writing. SUBCONTRACTING. Seller shall not enter into a subcontract for any part of this order, including completed or substantially completed items or major components thereof, with Buyer's written consent. Nothing in this order shall be seen as prohibiting Seller's purchase of standard commercial articles, raw materials, or other supplies specified in this order if these are typically purchased by Seller in the normal course of business. TERMINATION. Buyer may terminate or suspend performance under this order in whole or in part from time to time by sending written notice to Seller. Upon receiving notice of such action by Buyer, Seller shall immediately comply with its terms and take all reasonable steps to avoid incurring any additional costs under this order. Buyer's sole liability to Seller shall be for items completed and delivered to Buyer in accordance with this order and for Seller's reasonable costs to the date of termination, such costs being solely attributable to this order and not being recoverable from other sources. INDEMNIFICATION. Seller agrees to indemnify, defend and hold Buyer, Buyer's employees, and those for whom Buyer may act as agent harmless from (1) any and all claims and liabilities for injuries or death of persons or damages to or destruction of property; (2) any other Loss caused by or resulting from the acts or omissions of Seller, its agents, subcontractors, suppliers or employees in the performance of this order; (3) any Loss caused by or resulting from the supplies purchased under this order, (4) any intended use of products or materials provided by Seller; (5) any defective products or materials provided by Seller, including without limitation the use or disposal of hazardous and/or toxic materials, such materials to include at minimum all materials recognized by the Environmental Protection Agency as hazardous; or (6) any breach by Seller of any express or implied warranties. If Seller's work hereunder involves operations by Seller's agents, subcontractors, suppliers or employees on Buyer's premises or any place where Buyer conducts operations, Seller shall take all necessary precautions to prevent the occurrence of any injury or damage to persons or property during the progress of such work. Further, Seller shall indemnify, defend and hold Buyer, Buyer's employees, and those for whom Buyer may act as agent harmless for any injuries occurring to Seller's agents, subcontractors, suppliers or employees and Seller shall maintain public liability, property damage and employee's liability and compensation insurance sufficient to protect Buyer from any claims under any applicable law, statute, or regulation. MODIFICATION; WAIVER. No waiver or modification of this order shall be effective unless in writing and signed by both of the parties hereto. Failure of either party to enforce its rights under this order shall not constitute a waiver of such rights or any other rights. ENTIRE AGREEMENT. This order is intended by the parties as a final expression of their agreement and also as a complete and exclusive statement of the terms thereof, any prior or contemporaneous oral or written agreements as to the same subject matter notwithstanding. INVALIDITY. In the event that any provision of this order is declared invalid, illegal, or otherwise unenforceable by any tribunal or law, the remainder of the provisions shall not be affected thereby, and each term and provision not declared invalid, illegal or unenforceable shall be valid and shall be enforced to the fullest extent permitted by law. DRUG FREE WORKPLACE. By accepting this order, the Seller certifies that he shall provide a drug free workplace for his employees in accordance with the laws of the State of Georgia. SPECIFICATIONS, PROPOSALS, BID DOCUMENTS. The documents which form the basis for this order shall include the plans and specifications and bid documents as attached hereto, together with any other documents so listed and enumerated, if any, and it is expressly understood that any special conditions listed and attached hereto are specifically made a part of this contract. APPLICABLE LAW. The provisions and performance of this purchase order shall be governed by the laws of the State of Georgia and applicable federal law. Seller agrees to bring any and all actions relating to this purchase order only in the state and federal courts located within Chatham County in the State of Georgia. APPROPRIATION. Notwithstanding any other provision hereof, this agreement shall terminate at the end of each calendar year without liability or obligation on the part of the city in any calendar year where the City has not appropriated funds for the obligations hereunder for the next calendar year. Form -9 Request for Taxpayer Give form to the (Rev,October 2004) Identification Number and Certification requester. Do not Department of the Treasury send to the IRS. Internal Revenue service t'lama(as reported on your income tax return) m m a Business name,if different from above 0 6 EL p Individual/ Exempt from backup •o Check appropriate box: ❑ Sole proprietor ❑ Corporation ❑ Partnership ❑ Other► ❑withholding Address(number,street,and apt or suite no.) Requester's name and address(optional) c V 6 City,state,and ZIP code tfi c List account number(s)here{optional} m Cf3 Part I Taxpayer Identification Number(TIN) Enter your TIN in the appropriate box.The TIN provided must match the name given on Line 1 to avoid Social security number backup withholding.Far individuals,this is your social security number(SSN).However,far a resident 11 11 alien,sole proprietor,or disregarded entity.see the Part I instructions on page 3.For other entities,it is your employer identification number(EIN(.If you do not have a number,see Now to get a TIN on page 3. or Note.If the account is rn more than one name,see the chart on page 4 for guidelines on whose number Employer identification number to enter. 1 1 1 1 1 1 1 1 Part II Certification Under penalties of perjury,I certify that: 1. The number shown on this form is my correct taxpayer identification number(or I am waiting for a number to be issued to me),and 2. I am not subject to backup withholding because:(a)I am exempt from backup withholding.or(b)I have not been notified by the Internal Revenue Service(IRS)that I am subject to backup withholding as a result of a failure to report all interest or dividends,or(c)the IRS has notified me that I am no longer subject to backup withholding,and 3. I am a U.S.person(including a U.S.resident alien). Certification instructions.You must crass out item 2 above if you have been notified by the IRS that you are currently subject to backup withholding because you have failed to report all interest and dividends on your tax return.For real estate transactions. item 2 does not apply. For mortgage interest paid,acquisition or abandonment of secured property,cancellation of debt,contributions to an individual retirement arrangement(IRA),and generally, payments other than interest and dividends,you are not required to sign the Certification,but you must provide your correct TIN.(See the instructions on page 4) Sign Signature of Here u.s.person► Date ► City of Tybee Island, PO Box 2749, Tybee Island, GA 31328 912-786-4573 I (fax) 912-786-9465 What products/services do you provide to the City of Tybee Island: To whom shall we direct the Purchase Order? Sales Contact: Email: Phone# Fax# Location: To whom shall we direct Payment? A/R Contact: Email: Phone# Fax# Remittance Address: Our terms are Net 30. Affidavit Verifying Status 46 for City Public Benefit Application By executing this affidavit under oath,as an applicant for a City of Tybee Island,Georgia,Business License or Occupation Tax Certificate,Alcohol License, Taxi Permit, Contract, or other public benefit as referenced in O.C.G.A. Section 50-36-1, I am stating the following with respect to my application of a City of Tybee Island: • Business License or Occupational Tax Certificate, • Alcohol License, (circle all that apply) • Taxi Permit, • Contract • Other public benefit for (printed name of natural person applying on behalf of individual, business, corporation,partnership, or other private entity). 1) I am a United States citizen. OR 2) I am a legal permanent resident 18 years of age or older or I am an otherwise qualified alien or non- immigrant under the Federal Immigration and Nationality Act, 18 years of age or older and lawfully present in the United States. * In making the above representation under oath, I understand that any person who knowingly and willfully makes a false, fictitious,or fraudulent statement or representation in an affidavit shall be guilty of a violation of Code Section 16-10-20 of the Official Code of Georgia. Signature of Applicant Date Printed Name *Alien Registration Number for Non-citizens SUBSCRIBED AND SWORN BEFORE ME ON THIS THE DAY OF ,20 Notary Public My Commission Expires: Note: O.C.G.A. §50-36-1(e)(2) requires that aliens under the federal Immigration and Nationality Act, Title 8 U.S.C., as amended,provide their alien registration number. Because legal permanent residents are included in the federal definition of"alien", legal permanent residents must also provide their alien registration number. Qualified aliens that do not have an alien registration number may supply another identjing number below: Contractor Affidavit under O.C.G.A. § 13-10-91(b)(1) By executing this affidavit, the undersigned contractor verifies its compliance with O.C.G.A. § 13-10-91, stating affirmatively that the individual, firm or corporation which is engaged in the physical performance of services on behalf of(name of public employer) has registered with, is authorized to use and uses the federal work authorization program commonly known as E-Verify, or any subsequent replacement program, in accordance with the applicable provisions and deadlines established in O.C.G.A. § 13-10-91. Furthermore, the undersigned contractor will continue to use the federal work authorization program throughout the contract period and the undersigned contractor will contract for the physical performance of services in satisfaction of such contract only with subcontractors who present an affidavit to the contractor with the information required by O.C.G.A. § 13-10-91(b). Contractor hereby attests that its federal work authorization user identification number and date of authorization are as follows: Federal Work Authorization User Identification Number(E-verify S.A.V.E #) Date of Authorization Name of Contractor Name of Project Name of Public Employer I hereby declare under penalty of perjury that the foregoing is true and correct. Executed on , , 201_in (city), (state). Signature of Authorized Officer or Agent Printed Name and Title of Authorized Officer or Agent SUBSCRIBED AND SWORN BEFORE ME ON THIS THE DAY OF ,201 . NOTARY PUBLIC My Commission Expires: ATTACHMENT B EVERGREEN SOLUTIONS, LLC PROPOSAL FOR COMPREHENSIVE CLASSIFICATION & COMPENSATION STUDY A Proposal to Conduct a Comprehensive Compensation and Classification Study for the City of Tybee Island, GA Bid No. 2015-661 ORIGINAL -, ice.. , if . ',- ., ' f ,\,471 air Arew , lir t4 I • _ IV v r a + s ' .**" Evergreen Solutions, LLC March 2, 2015 A Proposal to Conduct a Comprehensive Compensation and Classification Study for the City of Tybee Island, GA Bid No. 2015-661 Submitted to: Ms. Melissa Freeman City of Tybee Island 403 Butler Avenue Tybee Island, Georgia 31328 Submitted by: Evergreen Solutions, LLC 2878 Remington Green Circle Tallahassee, Florida 32308 (850) 383-0111 (phone) / (850) 383-1511 (fax) March 2, 2015 Evergreen Solutions, LLC 2878 Remington Green Circle -Tallahassee, Florida 32308 850.383.0 I I I - fax 550.383.151 1 February 26, 2015 Ms. Melissa Freeman City of Tybee Island 403 Butler Avenue Tybee Island, Georgia 31328 Dear Ms. Freeman: Evergreen Solutions, LLC is pleased to submit a proposal to conduct a comprenensive Compensation and Classification Study for the City of Tybee Island. Our response is based on our review of your Request for Proposal (Bid No. 2015-661), our understanding of the Georgia labor market, our experience in working with hundreds of local governments and other public sector organizations, and our knowledge of best practices in human resources management. Evergreen Solutions was formed to provide an alternative to traditional consulting firms. We provide an innovative and effective option by focusing on clients needing partners and not simply another service provider. Evergreen Solutions is a female-owned business, certified as a W/MBE in many states and municipalities across the country. Evergreen is licensed to do business in the State of Georgia. As a national firm, Evergreen Solutions continues to grow and our territory now includes clients in 42 states. In the State of Georgia, we have worked for, or are currently on contract to work for,the following public sector clients in a variety of human resource capacities: City of Kingsland; City of Riverdale; City of Alpharetta; City of Douglasville; City of Savannah; City of Garden City; City of Dahlonega; Forsyth County; DeKalb County Schools; Douglas Public Schools; Sumter County Schools; Atlanta Public Schools; and Atlanta Metropolitan College. The following is a sample of some of the local government clients our consultant team has worked with, or are currently on contract to work with in other states,that involved services similar in scope to those being requested: City of Fairhope, AL; Blount County, TN; City of Evanston, IL; City of Pittsburgh, PA; City of Kalamazoo, MI; City of Lee's Summit, MO; City of Branson, MO; City of Columbia, MO;Jefferson County, MO; Sedgwick County, KS; Ellis County, KS; Kent County Levy Court, DE; City of Gaithersburg, MD; City of Hyattsville, MD; City of Salisbury, MD:Allegany County, MD; County of Culpeper, VA; Gloucester County, VA; Essex County,VA; Isle of Wight County,VA; Montgomery County, VA; Halifax County, VA; Louisa County,VA; City of Newport News,VA; City of Suffolk, VA; Brunswick County, NC; New Hanover County, NC; Duplin County, NC; Lee County, NC; Davie County, NC; Guilford County, NC; City of Lancaster, SC; City of Columbia, SC; City of Chester, SC; City of Greer, SC; City of Mauldin,SC; Charleston County, SC; Town of Mount Pleasant, SC;Town of Hilton Head Island, SC; City of Fountain, CO; Final County, AZ; Town of Sahuarita, AZ; Town of Little Elm, TX; City of Austin, TX; City of Southlake, TX; City of Pearland, TX; City of Seguin, TX; City of Rowlett, TX; City of Sachse, TX; City of Pflugerville,TX; City of Mont Belvieu,TX; City of Duncanville,TX, City of Sunset Valley, TX; Denton County, TX;Travis County,TX; City of Santa Fe, NM; City of Carlsbad, NM; City of Sarasota, FL; City of Winter Park, FL; City of Palm Beach Gardens, FL; City of Delray Beach, FL; City of Temple Terrace, FL; City of Panama City, FL; City of Dora!, FL; City of Ocala, FL; City of Hollywood, FL; City of Dania Beach, FL; Miami-Dade County, FL; Bay County, FL; Manatee County, FL; Highlands County, FL;Seminole County, FL; Monroe County, FL; Charlotte County, FL;Sarasota County, FL; Osceola County, FL; Citrus County, FL; and many others. Information regarding the wnrwv.ConsuitEvergreen.com services provided to some of these clients as they relate to the services being requested can be found in Section F proposal. The Evergreen Team is able to fully comprehend the challenges and goals of the City of Tybee Island because of our vast understanding of local government human resources, and the fact that we possess the necessary experience and expertise. Our team has significant expertise in conducting comprehensive compensation and classification studies and similar human resources work for local governments, as evidenced in Section C. Detailed resumes are included in the Appendix. Some of the human resource services Evergreen has focused on include: compensation and classification studies;salary and benefits surveys; performance management studies; recruitment, hiring, and retention studies; strategic and workforce planning; staffing studies; and disparity studies. Through our experiences in conducting this wide range of projects,we have gained the knowledge of every aspect of the management, and operations involved in local government human resources. As a result, our team knows how critical a classification and compensation system is to the overall operation of a proficient and progressive municipality. We have developed helpful methods and tools that assist our clients in implementing and maintaining our study recommendations and results. Evergreen's approach to conductinga comprehensive compensation and classification study draws not only from extensive human resources work with local government clients, but also from direct feedback of our past clients. In essence, we offer you tools that are innovative as well as those that have been proven to work in real places with real people. Some of the key facets of our approach include: • We emphasize communication as the key to successful study completion as well as implementation. Our team understands that compensation by its very nature creates anxiety in staff and managers alike. In order to ensure a successful study process and "buy-in" at implementation, City officials, department heads, and employees need to be involved in the process. This is a critical component of our communication plan. + Our methodology utilizes the latest in technology. In order to reduce the cost to our client partners and enhance wider participation, we offer all of our tools in an electronic format. In essence, every step of the process can be done on the Web. • We understand that one size does not fit all. Some consultants provide the same overall solution to every client; however, we provide a variety of alternatives that allow our client partners to select the solution that best meets their business and human capital needs. As Executive Vice-President of Evergreen Solutions, I am authorized to commit our firm contractually to this engagement. We have reviewed your terms and conditions, and we acknowledge that we would be able to work within your requirements We appreciate this opportunity and commit to you our best effort. If you have any questions, please contact me at(850) 383-0111 or via email at jeff @consuftevergreen.com. Sincer , Dr.Jeff Ling ExecutivVice-President Evergre¢ Solutions, LLC • rIab(e of contents A. Management Synopsis A-1 B. Statement of Methods and Procedures B-1 B.1 Understanding of the Scope of Work B-1 B.2 Evergreen's Approach B-2 B.3 Detailed Work Plan B-14 C. Agents and Address C-1 C.1 Proposed Project Team C-1 C.2 Key Personnel C-2 D. Structure and Content of Work Product D-1 E. Work Schedule E-1 F. References F-1 F.1 History of Firm F-1 F.2 Select Relevant Experience F-3 F.3 References F-20 G. Cost of Services G-1 H. Other H-1 I. Required Forms I-1 Appendix A: Detailed Resumes Evergreen Solutions,LLC Section A 9Vlanagement Synopsis Evergreen Solutions,LLC A. Wianagement Synopsis We provide you with the following synopsis which covers the salient features of our response to the Request for Proposal (RFP). Statement of Methods and Procedures In Section B of our response, we provide our understanding of the work to be performed; our overall approach and methodology for completing this study; and a detailed work plan, identifying the tasks, activities, and milestones necessary to accomplish all required deliverables included in the scope of services of the RFP. Evergreen Solutions understands that it is the intent of the City of Tybee Island to solicit responses from qualified consultants to conduct a comprehensive compensation and classification study,the goal of which is to have recommendations provided on how to equitably compensate employees for work performed while recognizing and rewarding those employees who exceed expectations. Evergreen's approach for completing the requested work is built on working collaboratively with the City to make sound, implementation-focused recommendations. Specifically,we have developed a methodology that:focuses on market competitiveness; recognizes that compensation is comprised of more than just base pay levels; reflects changes in recent compensation strategies; designs custom solutions that take into account the diversity of needs present in the organization and allows you to select the components and options that best meet your overall needs; and produces a structure that improves the organization's ability to recruit, reward, motivate, and retain talent in a competitive environment that includes both public and private sector employers. In Section B.3 of our response,we provide a detailed work plan that consists of the 12 tasks listed below. • Task 1: Project Initiation • Task 2: Collect and Review Current Environment Data • Task 3: Evaluate the Current System • Task 4: Develop Compensation Philosophy • Task 5: Evaluate and Build Projected Classification Plan • Task 6: Identify List of Market Survey Benchmarks * Task 7: Identify Approved List of Survey Targets • Task 8: Conduct Market Salary Survey and Provide External Assessment Summary • Task 9: Develop Strategic Positioning Recommendations * Task 10: Conduct Solution Analysis • Task 11: Develop and Submit Draft and Final Reports * Task 12: Develop Recommendations for Compensation Administration Agents and Address In Section C of our proposal, we include the qualifications of our proposed project team. Evergreen Solutions is proposing an exceptional team of experts who have worked together on many similar projects. Evergreen always ensures that each project is sufficiently staffed to handle any additional tasks or unforeseen issues that may arise during the course of the comprehensive compensation and classification study. The combination of our individual knowledge and skills form a superior Evergreen Solutions,LLC Page A-i team who will be able to competently perform all of the pieces of this engagement for the City of Tybee Island. Detailed resumes are included in the Appendix. Structure and Content of Work Product Evergreen Solutions typically includes the following five chapters in a final report for a Comprehensive Compensation and Classification Study: • Chapter 1: Introduction—This chapter provides an introduction into the study and describes the necessary steps that will take place. • Chapter 2: Summary of Outreach—This chapter provides a summary of any employee meetings and department head interviews. • Chapter 3: Assessment of Current Conditions—This chapter provides an overall assessment of the structure of the compensation plan in place in the organization and a brief analysis of the employee demographics within the organization. • Chapter 4: Market Summary—This chapter provides results of the market salary survey. • Chapter 5: Solution—This chapter summarizes the proposed recommendations based on the findings from the previous chapters. The recommendations occupy four different categories: Classification, Overall Structure, Compensation, and Administration. Work Schedule Evergreen Solutions possesses the staff,skills, and tools to conduct the comprehensive classification and compensation study and deliver the final report to the City of Tybee Island in approximately 60 days of execution of a contract. This is based on a tentative project start date of March 27, 2015, as stated in the RFP, and a completion date of May 31, 2015. This work schedule can be modified in any way to best meet the needs of the City of Tybee Island. References In Section F we provide a brief history of our firm, a list of similar projects we have conducted that involved work similar in scope to the services being requested, and five references. Evergreen is well qualified to conduct a Comprehensive Compensation and Classification Study for the City of Tybee Island as our consultants have conducted hundreds of similar studies for local governments and other public sector organizations throughout the country, including many in the State of Georgia. Evergreen Solutions, LLC is a national, multidisciplinary, public sector management consulting firm, which specializes in working with local governments across the nation. Evergreen was formed in 2004 to provide a modern, practical alternative to the typical consulting options. We are a group of management and human resource professionals who came together to form an innovative alternative that places clients and their needs before any individual, model,or corporate goal. Evergreen Solutions,LLC Page A-2 Evergreen Solutions is a female-owned business, certified as an M/WBE in many states and municipalities across the country. Evergreen Solutions is a female-owned business, certified as a W/MBE in many states and municipalities across the country. Evergreen is authorized to conduct business in the State of Georgia. Cost of Services Our total, not-to-exceed, fixed cost to complete all tasks identified in our detailed work plan in Section B of our response to the RFP is$35,550. Our cost is all inclusive, and includes travel costs (meals and lodging), transportation,fringe benefits, indirect costs (overhead), clerical support, and all other out-of-pocket expenses. Note:Any additional work needed outside of the scope of work would be billed at an hourly rate of$150 per hour. Our cost is valid for 90 days upon receipt of proposal. Our cost includes a ten percent discount because we are conducting, or have conducted in the past six months,salary surveys of comparable jurisdictions/positions,the data from which can be shared rather than independently gathered. Other Evergreen Solutions offers the following additional human resource services to our local government clients. Should the City of Tybee Island desire any of these additional services, Evergreen would be pleased to provide the City with a cost to perform the requested work. • Benefits Surveys ▪ Staffing Studies • Workload Analyses • Strategic Planning • Human Resource Audits • Performance Evaluation Studies • Recruitment and Retention Studies • Gender Equity Studies Required Forms In Section I we include the following required forms: Evergreen Solutions,LLC Page A-3 Section cB Statement of Methods and Procedures 4 Evergreen Solutions,LLC B. Statement of Methods and Proceddures In this section we provide our understanding of the work to be performed; our overall approach and methodology for completing this study; and a detailed work plan, identifying the tasks, activities, and milestones necessary to accomplish all required deliverables included in the scope of services of the Request for Proposal (RFP). B,1 Evergreen understands that according to the scope of work outlined in Understanding of ' the RFP,the City of Tybee Island expects the hired consultant to: the Scope of • review the City's current compensation plan (salary grade Work levels and steps)and understand current challenges to recruiting and retaining employees; • identify and recommend a consistent and competitive market position that the City can strive to maintain; • recommend comparable labor markets, including both private and public sector employers for the compensation survey. The City requires final approval of the labor markets which will be included in the study; • develop and conduct a comprehensive compensation survey; • recommend appropriate salary range for each position based on the classification plan, the compensation survey results, and internal relationships and equity. The consultant will prepare a new salary structure based on results of the survey and best practices; • develop guidelines to assist the City staff with determining the starting pay for new employees based on knowledge and experience above minimum requirements of the position, how difficult the position is to fill, and market competitiveness; • recommend implementation strategies including calculating the cost of implementing the plan; • identify any extreme current individual or group compensation inequities, and provide a recommended corrective action plan and process to remedy the situation; • make recommendations and provide implementation strategies related to other key compensation practices based on market demand, such as skill pay, certification pay, bilingual pay, promotional pay, and acting assignment pay; Evergreen Solutions,LLC Page B-1 • provide system documentation and computer software formats to administer the plan; • provide recommendations for ongoing internal administration and maintenance of the proposed compensation plan; • conduct comprehensive training for Human Resources to ensure the staff can explain and administer the new system in the future. The training program should be clearly spelled out in the proposal;and • provide an appeals process for a period of time after the plan is implemented B.2 Evergreen Solutions is uniquely qualified to conduct Comprehensive Evergreen's Compensation and Classification Study for the City of Tybee Island as our team includes recognized experts in local government and human Approach resources management and understands that there is not a "one size that fits all"solution to compensation management. Our approach is built on working collaboratively with all parties to make sound, implementation-focused recommendations. Specifically, we have developed a methodology that: • focuses on market competitiveness; • recognizes that compensation is comprised of more than just base pay levels; • reflects changes in recent compensation strategies; • designs custom solutions that take into account the diversity of needs present in the organization and allows you to select the components and options that best meet your overall needs; and • produces a structure that improves the organization's ability to recruit, reward, motivate, and retain talent in a competitive environment that includes both public and private sector employers. We will work closely with the City's designated Project Manager, City Manager, and the Human Resources Director throughout the process to ensure constant communication of issues, concerns, and potential outcomes. In addition,we will work closely with your staff to gain a solid understanding of your current operational realities, challenges, and desired outcomes. Moreover, Evergreen Solutions will work with you to balance your need to meet your performance goals while carefully managing the organization's resources. Evergreen Solutions,LLC Page B-2 • Compensation management has undergone significant transformation in the private sector and over time public sector organizations have mirrored these changes. While compensation once centered on the separate administration of base pay and core benefits, a shift has occurred that has transformed compensation management. Progressive organizations now recognize that to effectively recruit, reward, motivate, and retain employees—compensation management requires strategic thinking and planning. Compensation management must support an organization's overall strategic direction.To accomplish this, effective organizations design a compensation philosophy that details where an organization wants to be in relation to the market in key areas. These key areas include cash compensation, benefits, and work/life balance. Compensation is thus a reflection of the organization's philosophy. Evergreen Solutions realizes that we will need to tailor our approach to fit the operating,fiscal, and competitive needs of the client. Recommendations must always reflect competitive needs while supporting the client's overall mission. Listed below is an overview of the typically recommended approach that Evergreen takes when conducting a study of this nature. Kick Off Meeting Evergreen Solutions begins each engagement by meeting with the client's leadership team. Frequently,this initial meeting will accomplish several goals, including: • finalizing the project work plan; • identifying milestone and deliverable dates; • gaining insight into the management structure and approach; • collecting compensation and classification data; • identifying additional data needs; and • developing preliminary schedules for subsequent tasks. At this time, we will also request a copy of the employee database that reflects current classification and compensation data. Communication Plan Communication is a critical component of any comprehensive compensation and classification study. Communicating with employees directly and early in the process builds support for the process and the accompanying outcomes. As part of our communication plan,we meet first with key project staff to fully understand the nature and scope of the project.The results of these meetings are then communicated to employees during the project outreach through employee orientation sessions,focus groups, and interviews. Regular updates are provided to the Client's Project Manager and can be posted on the client's intranet site, if available and desired.Additionally, the communication plan for the distribution of the end product, particularly how the results will be distributed to employees, is also critical. r ,:.. re Evergreen Solutions,LLC Page B-3 Developing An organization's compensation philosophy is designed to support the the overall business strategy. It can take many forms, but ultimately the Compensation compensation philosophy selected will guide the structure of the Philosophy overall compensation system. Evergreen will meet with the client's leadership team to ascertain the client's overall business strategy and document the various alternatives that are available to support that strategy. Based on the client's needs, Evergreen Solutions will provide the client with a comprehensive compensation philosophy to guide subsequent decisions. Typically, a consultant can facilitate the process and make recommendations for the compensation philosophy, but the decision will ultimately rest with the organization itself. It is imperative for the client to agree upon a compensation philosophy prior to establishing the remaining components of the compensation system. Employee Based on client feedback and a review of best practices, we have Orientation and designed an orientation curriculum that provides employees insight Focus Groups into the process as well as provides a forum for answering questions and soliciting participation. Following the orientation sessions, we begin the focus group process. Focus groups are used to gain detailed insight into employee perceptions, concerns, and issues. The protocol for the sessions is provided to your project team in advance and refined to meet your needs. We have found that employee orientation sessions and focus groups are critical venues for building employee participation and buy-in. Since they take place at the outset of the project,they are a critical introduction to the project and the question and answer formats allow employees to become engaged in the process. During these sessions, Evergreen Solutions consultants can also help to manage expectations since some employees may have unrealistic expectations based on anecdotal information. Department Head Evergreen's staff conduct one-on-one interviews with department Interviews heads and senior management(in addition to any other employees the client determines is necessary)to identify challenges for consideration. These interviews will allow our staff to add details to our understanding of the client and its needs. They also allow our consultants the opportunity to better understand the organizational structure of each department as well as the unique recruiting and retention issues that may be present in each department. Frequently, department directors, senior management,and officials serve as invaluable resources in explaining how internal equity relationships have evolved overtime and explaining the nuances between the differences in jobs. Job Assessment Another important activity undertaken at this time is the distribution of Tool and Evergreen Solutions' Job Assessment Tool©(JAT).These Management Issue ; questionnaires are central components of the job evaluation process. Tool The JAT asks a series of questions regarding an employee's job that captures the nature of the job and how it interacts with work within the organization. Evergreen Solutions,LLC Page B-4 The JAT contains questions that ask about each of the following areas: • scope of duties; • complexity of work; • supervision received and exercised; • physical requirements; • financial responsibilities; • analytical/mental requirements; • knowledge and skills required for the job; and • level of responsibility/reporting relationships. Evergreen Solutions will contact the client's Project Manager should there be a need to clarify question responses or issues with information collected from the JAT. Due to budgetary constraints faced by many public sector clients we have designed the JAT as a web-based tool so that data can be collected electronically. If requested, we can also provide a paper-based version of the tool. Exhibit&1 below depicts a screenshot of the JAT home screen showing the levels of access for a Supervisor. Supervisors have access to their own surveys in addition to the ability to review and approve the surveys of their direct reports. The supervisor review process ensures validation of the JAT data collected from employees and prevents comments made by employees from being taken out of context. Exhibit B-1 Supervisor's JAT Home Screen Welcome to JOB Force! ,4„,f, Welcome Evergreen Solutions. Lot If you are not Evergreen Solutions please log out and confirm your login information I ' " 40:--emu.:' _.'4k "F4�. Complete your employee information survey Supervisors can review and comment on employee survey results. Source:Evergreen Solutions,2013 Exhibit B-2 shows an example of the basic employee demographic information validation that takes place within the JAT. In addition to employee email, Evergreen Solutions collects employee phone I information to facilitate contact after the JAT is complete. It is also important for us to have a complete understanding of their work schedule. Evergreen Solutions,LLC Page B-5 Exhibit&2 • Personal and Job Information • • Basic Personal and Job Information Personal Information Contact Information Name: Evergreen Solutions(1008j E-mail; jjat @consultevergreen.com phone/Extension: Section 1.0 Job Ovewiew Jab Title: NA Official Workweek in hours (please identify your official workweek, rather than actual hours worked) 0 Less than 1S 0 15- 20 0 21 . 30 0 31 - 37.5 0 40 0 Greater than 40 Status(please i.n•_,:d e one) CJ Full time 0 Less than full time Submit and save your responses to this page by licking below, If you do not have time to complete the entire process at this time,the information you have stored will be available the next time you log in to the site, Save and Continue tore. Esrer'gre n Salurpis,2073 Exhibit B-3 illustrates how Evergreen Solutions uses the JAT to collect functional details of employee's jobs.Seeking to understand how employees summarize their responsibilities in their own words allows our analysis to expand beyond what may be conveyed in a traditional job description.An informal survey of municipal employees revealed that 90 percent felt that the job descriptions held on file with their employers were inaccurate or incomplete representations of their duties. Understanding this, Evergreen Solutions designed the JAT to fill in those gaps to ensure that the entirety of an employee's job is analyzed within the context of the study. Evergreen Solutions,LLC Page B-6 Exhibit B-3 •Job Description and Responsibilities . „,„ Job Assessment `ooi r tlr:. f Job Description and Responsibilities Section 2.0 Job Description Briefly provide an overview of your}cob, including a description of the purpose of your job and the type of work you do. This may be the same as the introduction to your current job description,but it does not need to be ` Please indicate below the number of people you supervise directly and/or indirectly Supervise Directly* Full-time; part-time, reduced hours, and'-e n; -:_ Supervise Indirectly** rFull-time, part-time, reduced hours, and temporary i * Direct supervision is the management or supervision of employees who report work } to you and who you evaluate without assistance.Please do not include subcontractors. ** Indirect supervision is the management or oversight of employees who report to you through another supervisor who reports directly to you.Please do not include subcontractors. t Y Submit and save your responses to this page by clicking below. If you do not have €E time to complete the entire process at this time, the information you have stored pi will be available the next time you log in to the site. K [Save and Contin Source:Evergreen Solutions,2013 Exhibit B-4 shows a similar page in which employees are asked to list the Essential Functions of their job. These are the tasks and activities that define the classification and make it unique. Gathering information such as this allows Evergreen Solutions to assess the validity of the present classification structure and identify classifications or individuals within classifications that need to be restructured or reclassified. 4 Evergreen Solutions,LLC Page B-7 Exhibit B-4 Job Functions 30b Assessment Tool .44 _ _ ,- ..rte - - n. _- _ ..._. t : Job Description and Responsibilities Section 3.6306 Functions In the table provided, please include all essential job functions you perform, For every function you list, please note how often you perform the function-Daily, Weekly, Monthly,A Few Times.Per Year, or Annually.Then,estimate the total percent of your time spent on each function on an annual basis. Lastly, please check off the five most important functions you perform. Job Function Most Frequency %Time Important Spent Function on Task (Choose five) 1. El yes Goose One 2. M yes Choose One 3. ® yes Choose One 4. ® yes Choose One . 5. ® yes Choose One . 6. 111 Yes Goose One 7 ® Yes Choose One . S. ® yes Ohoose One . 9. ® yes Choose One . IiC--Ii ---------------... i o. [: Yes {Moose One . 11. ® Yes Choose One 12. ® ye. Choose One v Yes Choose One v 14 ® Yes Choose One . Choose. .__..._.. I5, El yes One . Submit and save your responses to this page by clicking below. If you do not have time to complete the entire process at this time, the information you have stored will be available the next time you log in to the site. l' ave and Continue Source:Evergreen Solutions,2013 Evergreen Solutions,LLC Page B-8 In addition to the JAT, Evergreen will also distribute our Management Issues Tool (MIT).The MIT is distributed to supervisors and managers and is used to collect specific information from supervisors and managers related to such issues as recruitment and retention problems, classification issues, pay equity issues, problems with titles, and other related issues. Each MIT will be logged and a specific response will be provided.The MIT process is designed to allow supervisors and managers to give direct input into the process and they serve as "red flags"to Evergreen Solutions staff during the analysis portion of the project. Preliminary As a starting point for analysis, Evergreen's project consultants review Assessment the client's database in comparison to the pay plan and information collected from the JATs to produce a preliminary assessment.The preliminary assessment summarizes the strengths and weaknesses of your human resource management system. The compensation analysis focuses on the number of pay grades, range widths, percentage differences between grades,step plans versus open range plans, and the expected time to reach full job competency. The overall analysis focuses on structure, movement, and equity(internal) as well as specific concerns such as turnover, longevity, compression, and range anomalies. The issues we identify in the assessment become core considerations in creating the potential solutions later in the process. Job Evaluation The next step in the process is to review responses to the JATs and identify any possible misclassifications. Once the review of the JATs has been completed, Evergreen's consultants will evaluate all jobs on each of the compensatory factors, score each position, and determine if there is any need for further investigation of specific positions. If serious discrepancies exist, Evergreen's consultants will work directly with the Client Project Manager to resolve any issues. Once work has been properly classified, changes in the current classification system rankings can be recommended. Our goal is to produce a classification system that reflects the internal equity relationships suggested by the JAT scoring conducted earlier. Compensation Our approach to compensation analysis is based on the belief that compensation should be organization-specific,fair, equitable, and directly tied to strategic goals.To ensure that all these criteria are met, we will conduct an extensive analysis on the relevant labor market,the internal structure and inter-relatedness of jobs within the organization, and the relative worth of jobs within the organization vis-à-vis the compensation philosophy. The most traditional component of a total compensation program is base pay(fixed pay). However, inclusion of benefits in total compensation strategy is not a new concept. Provision of benefits was originally a recruitment tool,though over time the provision of core benefits has become an expectation. Research shows that public Evergreen Solutions,LLC Page B-9 sector organizations commonly use superior benefits packages as a way to offset structural disadvantages in base pay.The purpose of the survey is to collect information for comparison to current offerings, and make recommendations for change consistent with the parameters of the compensation philosophy. Market Survey A key component of assessing compensation is to consider market position, which is sometimes referred to as external equity or competitiveness. Evergreen's consultants wait until well into the classification analysis to design the market survey to ensure that jobs are understood, anomalies in classification characteristics are documented, and sufficient input has been received. The market survey will obtain standard range information related to minimum, midpoint, and maximum salaries. Data collection will focus on the public sector, but will include information from the private sector where applicable. Further, we will look to include any employers to whom the client has recently lost employees. Benchmarks One of the most important components of the external assessment is in the selection and utilization of benchmark positions for the labor market survey. We will work with the client to identify the appropriate number of benchmark positions to best fit the client's needs in the labor market survey. Based on our experience, we have found that it is simply not practical to survey all positions within the organization—the resulting surveys become too cumbersome for labor market peers to complete, and the response rate on the whole suffers. We ensure, through multiple checks and balances,that the benchmark positions chosen will represent a broad spectrum of positions across the organization,from all job families, pay levels, and functional areas. Targets To conduct an external labor market assessment, we work with the client to identify the most appropriate targets to survey. Evergreen selects peer organizations based on the local labor competition, regional markets, and class-specific markets. Peer organizations should be those organizations that compete with the client for labor in at least one job family. An appropriate mix of peers in the public and private sectors will be included in the survey, and if necessary, augmented with published secondary data sources. Typically, Evergreen waits until the outreach process has been completed to identify the complete list of market peers. This is because we often will uncover specific information during the focus group and interview sessions that identifies potentially critical survey targets. Ideally, we would like to work with the client after the outreach has been concluded to identify the final list of potential market peers. An important factor of our methodology is that the client has the final approval of all aspects of the study. We will not proceed with the analysis unless the client is completely comfortable with the survey targets chosen. Often,there are different factors impacting an organization,such as proximity to a major metropolitan area, technology corridor, or specific market(i.e., military base),that have a Evergreen Solutions,LLC Page B-xo direct effect on its ability to recruit and retain employees in specific positions. These factors have to be taken into account when selecting survey targets. Once the targets are selected and approved, the survey instrument is developed and sent to the client for final approval. Subsequent to the client's approval,the survey is then distributed to the targets in both paper and electronic formats. Evergreen Solutions uses a four-fold method of communicating with respondents. Our staff notifies the target group that the survey is being sent or made available, confirms receipt, and encourages participation. Once the data are received,they are cleaned,validated, and summarized. A separate report is issued that shows the results of the salary survey. Unifying the After determining the appropriate division of work and market position, Solution the compensation structure can be created. There is not a single, perfect solution for every client partner. The nuances and unique characteristics of each client necessitate a customized solution to meet the client's needs. The Evergreen Team has considerable experience in developing multiple solutions and working with client partners to determine the one that best meets their needs. Our analytical team uses a variety of tools to produce various potential solutions: regression analysis, market thresholds, and other human resource models. Several major options are presented to the client's team before the implementation plan is created. It is at this stage in the process that we typically meet with the client to identify the direction of the final solution. We will present to the client a draft report for review and comment. We typically ask the client to examine the draft solution objectively and provide insights and recommendations on the direction of the report. When this process is completed, Evergreen's consultants will proceed with the final solution. The solution also contains information regarding fiscal impact and implementation. Compensation In order for the client to maintain the recommended compensation Administration ` system, Evergreen develops compensation administration guidelines Guidelines for use by the client after completion of the study. The guidelines will include recommendations on installation and continuing administration of the system.The team first conducts a review of current practices and procedures then assesses their effectiveness, compliance with legal guidelines, and applicability to the recommended system. Once this review and assessment are complete, revisions to the current practices and/or new guidelines can be recommended, as needed.At a minimum,the recommendations will address areas such as: • how employees will move through the pay structure/system as a result of transfers, promotions, or demotions; Evergreen Solutions,LLC Page B-ix • how performance will be linked to pay structure; • how to pay employees whose base pay has reached the maximum of their pay range or value of their position; • the proper mix of pay and benefits; • how often to adjust pay scales and survey the market; • timing of implementation; and • how to keep the system fair and competitive over time. System Our goal is to produce recommendations that are effective and that Maintenance can be maintained by our clients. We are strongly committed to providing transparent and replicable solutions. In essence, when we complete our core assignment, our goal is that our client's staff can maintain and update the system on their own. We are readily available to provide assistance, but our goal is to give our clients all the tools and training that are needed. Towards this end we will provide the Human Resources Department with all necessary tools and training to maintain the system over time. Exhibit B-5 provides a crosswalk of RFP requirements to Evergreen's work tasks included in our detailed work plan for the Comprehensive Compensation and Classification Study in the following section. Exhibit B-5 was developed to show that we will incorporate all of the RFP directives. Evergreen Solutions,LLC Page B-12 Exhibit B-5 Crosswalk of RFP Requirements to Evergreen's Work Tasks Evergreen's RFP Requirement Work Task • review the City's current compensation plan (salary grade levels and steps)and Task 3 understand current challenges to recruiting and retaining employees; • identify and recommend a consistent and competitive market position that the Task 4 City can strive to maintain; • recommend comparable labor markets, including both private and public sector employers for the compensation survey. The City requires final approval of the Task 7 labor markets which will be included in the study; • develop and conduct a comprehensive compensation survey; Task 8 • recommend appropriate salary range for each position based on the classification plan, the compensation survey results, and internal relationships Task 9 and equity. The consultant will prepare a new salary structure based on results of the survey and best practices; • develop guidelines to assist the City staff with determining the starting pay for new employees based on knowledge and experience above minimum Tasks 5 and 10 requirements of the position, how difficult the position is to fill, and market competitiveness; • recommend implementation strategies including calculating the cost of Task 11 implementing the plan; • identify any extreme current individual or group compensation inequities, and provide a recommended corrective action plan and process to remedy the Task 11 situation; • make recommendations and provide implementation strategies related to other key compensation practices based on market demand, such as skill pay, Tasks 3 and 10 certification pay, bilingual pay, promotional pay, and acting assignment pay; • provide system documentation and computer software formats to administer Task 12 the plan; • provide recommendations for ongoing internal administration and maintenance Task 12 of the proposed compensation plan; • conduct comprehensive training for Human Resources to ensure the staff can explain and administer the new system in the future. The training program Task 12 should be clearly spelled out in the proposal;and • provide an appeals process for a period of time after the plan is implemented. Task 12 Evergreen Solutions,LLC Page B-13 B.3 The detailed work plan that Evergreen Solutions proposes to use to Detailed Work conduct the Comprehensive Compensation and Classification Study for Plan understands City of Tybee Island is provided in this section. Evergreen understands that there are approximately 92 full-time and 26 part-time employees that will be included in this study. Our work plan consists of the following 12 tasks: • Task 1: Project Initiation • Task 2: Collect and Review Current Environment Data • Task 3: Evaluate the Current System • Task 4: Develop Compensation Philosophy • Task 5: Evaluate and Build Projected Classification Plan • Task 6: Identify List of Market Survey Benchmarks • Task 7: Identify Approved List of Survey Targets • Task 8: Conduct Market Survey and Provide External Assessment Summary • Task 9: Develop Strategic Positioning Recommendations • Task 10: Conduct Solution Analysis • Task 11: Develop and Submit Draft and Final Reports • Task 12: Develop Recommendations for Compensation Administration Task 1.0 TASK GOALS Project Initiation • Finalize the project plan with the City of Tybee Island (City). • Gather all pertinent data. • Finalize any remaining contractual negotiations. • Establish an agreeable final time line for all project milestones and deliverables. TASK ACTIVITIES 1.1 Meet with the City's Project Manager(CPM), City Manager,and the Human Resources Director to discuss the following objectives and to explain the study and the process and tasks to be performed in the study: • understand the City's mission and current compensation philosophy(if any); ▪ review our proposed methodology,approach,and project work plan to identify any necessary revisions; ▪ reach agreement on a schedule for the project including all assignments and project milestones/deliverables;and Evergreen Solutions,LLC Page 8-14 • establish an agreeable communication schedule. 1.2 Identify potential challenges and opportunities for the study. Discuss the strategic direction of the City and some of the short- and long-term priorities. This activity serves as the basis for assessing where the City is going and what type of pay plan will reinforce current and future goals. 1.3 Obtain relevant materials, including: • any previous projects, research, evaluations, or other studies that may be relevant to this project; • organizational charts for the departments and divisions, along with related responsibility descriptions; • current position and classification descriptions,salary(wage) schedule(s),and classification system; • strategic business plans and budgets; 4 personnel policies and procedures,and the step placement policies. 1.4 Review and edit the project work plan and submit a schedule for the completion of each project task. KEY PROJECT MILESTONES • Initial meeting • Comprehensive project management plan • Comprehensive database of City employees Task 2.0 TASK GOAL Collect and Review Current Environment • Conduct statistical and anecdotal research into the current Data environment within the City and guide subsequent analytical tasks. TASK ACTIVITIES 2.1 Schedule and conduct employee orientation sessions. 2.2 Meet with department heads to obtain relevant information and statistical/anecdotal data on specific compensation issues and policies. Obtain insight into perceived current compensation system strengths and weaknesses. 2.3 Hold focus groups with a sample of employees to obtain additional relevant information and statistical/anecdotal data on specific compensation issues and policies. Evergreen Solutions,LLC Page 8-15 2.4 Work with the CPM to administer the JATs and MITs. Our staff utilizes a web-based tool for data collection, but we can provide paper copies as well as those for classifications without computers or Internet access. We will seek approval from the CPM before distribution of the JAT/MIT questionnaire. 2.5 Review any data provided by the City that may provide additional relevant insight. 2.6 Review internal career ladders and make preliminary recommendations to keep positions competitive. KEY PROJECT MILESTONES • JAT and MIT distribution • Department head interviews • Employee focus groups and orientation sessions Task 3.0 TASK GOALS Evaluate the Current • Conduct a comprehensive preliminary evaluation of the City's System existing compensation plan. • Conduct industry best practices related to compensation. TASK ACTIVITIES 3.1 Obtain the existing pay structure and compensation philosophy. Review the existing compensation plan and look for potential problems to be resolved. 3.2 Determine the strengths and weaknesses of the current pay plan(s). 3.3 Complete an assessment of current conditions that details the pros and cons of the current system as well as highlights areas for potential improvement in the final adopted solution. 3.4 Conduct industry best practices related to compensation such as skill pay, certification pay, bilingual pay, promotional pay, and acting assignment pay. KEY PROJECT MILESTONES • Review of existing compensation plan(s) • Assessment of current conditions • Best practices Evergreen Solutions,LLC Page B-16 Task 4.0 TASK GOAL Develop • Develop and design an initial compensation philosophy. Compensation Philosophy TASK ACTIVITIES 4.1 Conduct a thorough review of all background materials related to the City's compensation system. 4.2 Review information from department head interviews. 4.3 Review results of previous steps with the CPM and present various options for compensation philosophy components. 4.4 Develop an initial compensation philosophy that supports the City's strategic initiatives. 4.5 Identify and recommend a consistent and competitive market position that the City can strive to maintain. KEY PROJECT MILESTONE • Initial compensation philosophy Task 5.0 TASK GOALS Evaluate and Build Projected • Identify the classification of existing positions utilizing Classification Plan Evergreen Solutions'job evaluation system. • Review JAT responses. • Characterize internal equity relationships within the City. TASK ACTIVITIES 5.1 Review all draft class specifications with the CPM and the Human Resources Director. 5.2 Review the work performed by each classification and score. Review includes evaluation of supervisory comments. 5.3 Review JAT scores and identify the classification of positions. 5.4 Schedule and conduct additional follow-up with employees for jobs where uncertainty exists over data obtained from the JATs. 5.5 Develop preliminary recommendations for the classification structure.The classification system designed at this point would be based solely on internal equity relationships and would be guided by the JAT scores for each classification. Essentially, a structure of classifications would be established, and classifications with similar scoring would be grouped into pay grades.Spacing between jobs would be determined,and each classification would be assigned to a pay grade. Final decision on Evergreen Solutions,LLC Page B-17 the minimums and maximums of the pay grades would be determined after the market data have been collected. 5.6 Review recommendations with the CPM and the Human Resources Director regarding the appropriate classification structure for the City. KEY PROJECT MILESTONES • JAT scores by class • Recommended classification changes • Preliminary job structure based on internal equity Task 6.0 TASK GOAL Identify List of Market Survey • Identify the proper benchmark positions for the external labor Benchmarks market assessment to reach an appropriate number. TASK ACTIVITIES 6.1 Conduct a thorough review of all materials to date, including employee database, classification listing, interviews, compensation review, and discussions with the CPM. 6.2 Identify, from the initial review, a list of classifications (benchmarks)to include in the labor market survey. 6.3 Submit the proposed list of positions to the CPM for review. 6.4 Based on the CPM's review, make revisions to the benchmark list and finalize consistent with Evergreen Solutions' analysis. KEY PROJECT MILESTONES • Preliminary list of benchmark classifications • Final list of benchmark positions for the external labor market assessment Task 7.0 TASK GOAL Identify Approved List of Survey II • Identify the list of targets(public and private)for conducting a Targets successful external labor market assessment. TASK ACTIVITIES 7.1 Review with the CPM the peer organizations that should be included in the survey. Evergreen Solutions,LLC Page B-i8 7.2 Develop a preliminary list of organizations for the external labor market survey, placing a comparative emphasis on characteristics such as: • size of the organization; • geographic proximity to the Tybee Island area; 4 economic and budget characteristics; and • other demographic data. r'.3 Develop a list of survey targets by employee group. Develop a system for use of secondary data including potential sources and weighting of secondary data, if necessary. 7.4 Review survey methodology with CPM and refine survey methodology prior to distribution of survey. 7.5 After approval of survey methodology, develop contact list of peer organizations and notify peers of impending survey. KEY PROJECT MILESTONES • Initial list of public and private survey peers • Survey methodology • Final list of survey organizations and contacts Task 8.0 TASK GOALS Conduct Market Survey and Provide • Conduct the external labor market salary survey. External Assessment • Provide a summary of the survey results to the City. Summary TASK ACTIVITIES 8.1 Discuss questions and categories with the CPM for the market survey. 8.2 Prepare a customized external labor market salary survey for the CPM's approval. 8.3 Contact the targets for electronic completion of the survey. Provide paper copies by fax, if requested. 8.4 Conduct necessary follow-up through e-mails,faxes,and phone calls. 8.5 Collect and enter survey results into Evergreen Solutions' electronic data analysis tools. 8.6 Validate all data submitted. Evergreen Solutions,LLC Page B-19 8.7 Develop summary report of external labor market assessment resu Its. 8.8 Submit summary report of external labor market assessment results to the CPM. KEY PROJECT MILESTONES • Market survey instrument • Summary report of external labor market assessment results Task 9.0 TASK GOAL Develop Strategic Positioning • Assess the appropriateness of the City's current compensation Recommendations philosophy and plan for all employees, providing issue areas and preliminary recommendations for strategic improvement. TASK ACTIVITIES 9.1 Identify the accepted compensation philosophy and accompanying thresholds. 9.2 Using the market salary and benefits data collected in Task 8.0 and the classification data reviewed in Task 5.0 determine the proper pay plan including number of grades,steps,and ranges. 9.3 Conduct a compression analysis that includes recommendations for implementation if needed. 9.4 Identify highly competitive positions within the City and customize recommendations for compensation where required. 9.5 Produce a pay plan(s)that best meets the needs of the City from an internal equity and external equity standpoint and takes intro consideration industry best practices. KEY PROJECT MILESTONES • Proposed compensation strategic direction,taking into account internal and external equity • Plan for addressing unique, highly competitive positions Task 10.0 TASK GOALS Conduct Solution Analysis • Conduct analysis comparing JAT values and survey results for the benchmark positions. Evergreen Solutions,LLC Page B-2o • Produce several possible solutions for implementation. TASK ACTIVITIES 10.1 Conduct regression analysis or other appropriate techniques to properly slot each classification into the proposed pay plan. 10.2 Place all classifications into pay grades based on Task Activity 10.1. Sort alphabetically by job class title, in descending order by range, and by old class title and new class specifications. 10.3 Create implementation solutions for consideration that take into account the current position of the organization as well as the findings from the classification and compensation analysis. Identify and prepare a range of compensation policy alternatives. 10.4 Make recommendations and provide implementation strategies related to other key compensation practices based on market demand, such as skill pay, certification pay, bilingual pay, promotional pay, and acting assignment pay. 10.5 Develop guidelines to assist City staff with determining the starting pay for new employees based on knowledge and experience above minimum requirements of the position, how difficult the position is to fill, and market competitiveness. 10.6 Meet with the CPM to discuss the potential solutions. 10.7 Determine the best solution to meet the City's needs in the short-term and long-term. 10.8 Document the accepted solution. KEY PROJECT MILESTONES • Initial regression analysis • Potential solutions • Documented final solution Task 11.0 TASK GOALS Develop and Submit Draft and Final • Develop and submit a draft and final report of the Comprehensive Reports Compensation and Classification Study for the City of Tybee Island. • Present the final report to the City Council. Evergreen Solutions,LLC Page B-21 TASK ACTIVITIES 11.1 Produce a comprehensive draft report that captures the results of each previous step. The report will recommend implementation strategies including calculating the cost of implementing the recommended pay plan. The plan will also identify any extreme current individual or group compensation inequities,and will provide a recommended corrective action plan and process to remedy the situation. 11.2 Submit the comprehensive draft report to the CPM, City Finance Manager, and the Director of Human Resources, outlining the methodologies,findings, conclusions and recommendations. Evergreen will hold a meeting to discuss draft final report. 11.3 Make edits and submit necessary copies of the final report which will describe the classification and pay plan. 11.4 Present the final report to the City Council. 11.5 Develop implementation database to communicate the process and progress of this project to the CPM and any other employee or groups designated by the CPM. 11.6 Develop a plan for maintaining recommendations over time. 11.7 Develop an Operation Manual that describes the management and operation for the recommendations. KEY PROJECT MILESTONES • Draft and final reports • Final presentation • Implementation and maintenance database • Operation manual Task 12.0 TASK GOALS Develop Recommendations • Develop recommendations for continued administration by City for Compensation staff to sustain the recommended compensation and Administration classification structure. • Train City staff(including Human Resources staff) on how to maintain the recommended classification/compensation plan. Evergreen Solutions,LLC Page B-22 TASK ACTIVITIES 12.1 Develop recommendations and guidelines for the continued administration and maintenance of the classification and compensation system, including recommendations and guidelines related to: • how employees will move through the pay structure/system as a result of transfers, promotions, or demotions; • how to pay employees whose base pay has reached the maximum of their pay range or value of their position; • the proper mix of pay and benefits; • how often to adjust pay scales and survey the market; • the timing of implementation; and • how to keep the system fair and competitive over time. 12.2 Recommend recruitment/retention strategies, where appropriate. 12.3 Present recommendations to the CPM for review. 12.4 Provide system documentation and computer software formats to administer the recommended compensation plan. 12.5 Train City staff(including Human Resources staff)to ensure the staff can explain and administer the new classification and compensation system in the future. 12.6 Provide an appeals process for a two-week period after the final report is released. KEY PROJECT MILESTONES • Recommendations for compensation administration • Recommendations for recruitment/retention policies • Training • Appeals process Evergreen Solutions,LLC Page B-23 Section C .gents and:Adddress 4 Evergreen Solutions,LLC _ _ C. Agents and-Address in this section we provide you with information regarding the qualifications of our proposed project team who will be assigned to this project. Detailed resumes are included in the Appendix. C.1 Exhibit G1 shows our proposed project management organization and Proposed Project proposed personnel assignments. The structure has been designed to Team clearly define the roles and responsibilities of each part of the comprehensive compensation and classification study for the City of Tybee Island so that there will be no confusion as to who is responsible for any aspect of this engagement. Exhibit G1 Proposed Project CITY OF TYBEE ISLAND,GA Management Project Manager Organization and Personnel to be determined Assignments EVERGREEN SOLUTIONS Project Principal Dr.Jeff Ling EVERGREEN SOLUTIONS Project Director Ms.Nancy Berkley,SPHR EVERGREEN SOLUTIONS Project Consultants Ms.Hongwei Chen Mr.Greg Ortego Mr.Michael Misrahi Mr.David Bollenback 4 Evergreen Solutions,LLC Page C-i City of Tybee Island Project Manager. With each project engagement, we work with the client to identify one specific point of contact to serve as a Project Manager. The City's Project Manager will be our reference point throughout the engagement. We will take project direction, leadership, and guidance from the City's Project Manager and all project deliverables will be filtered through the City's Project Manager throughout the duration of the project. Evergreen Solutions Project Principal. Our Project Principal will have ultimate accountability for the success of this project. Evergreen Solutions' Project Principal is always a senior leader in our firm, most often a Vice President or higher. The Project Principal will have contractual authority over the contract, and will be our top level of project responsibility. Evergreen Project Director. Evergreen designates a Project Director for all HR consulting projects. The Project Director will work with the Project Principal regarding the scheduling of the project with the City's Project Manager. The Project Director will assign project activities to the Project Consultants, and will ensure that deliverables are met within specified timelines.The Project Director will maintain the most frequent contact with the City. Evergreen Solutions Project Consultants. Our Project Consultants are a team of consultants who have worked together on numerous projects, and who will provide consulting and analytical work on all project activities. The Project Consultants will conduct orientation and focus groups, administer JATs and MITs, collect the data for the market salary survey, conduct training, and develop draft materials for the Project Director to review and approve. Consultant Team Members must be thoroughly knowledgeable in the portion of the project they are responsible for, as well as have expertise in the issues that are unique to each individual client. Evergreen is proposing an exceptional team of consultants who have worked together on many similar projects. Evergreen Solutions always makes sure each project is sufficiently staffed to handle any additional tasks or unforeseen issues that may arise during the course of the study. The combination of our individual knowledge and skills form a superior j team who will be able to competently perform all of the pieces of the Comprehensive Compensation and Classification Study for the City of Tybee Island. C.2 The following paragraphs provide summaries of each team member's Key Personnel qualifications and experience related to his/her role in this engagement. 4 Evergreen Solutions,LLC Page C-2 Project Principal Dr. Ling is Executive Vice-President of Evergreen Solutions and has been Dr.Jeff Ling with the firm since its inception. He has 20 years consulting experience in the following areas: human resources; performance improvement; process analysis;strategic planning; statistical analysis; research methodology; data management;surveys and polling;technology analysis; change management; and risk analysis. Dr. Ling has planned, organized, and managed studies on human resources assessment, survey analysis, government efficiency,technology planning, information utilization, public opinion, market expansion, and privatization. Each of these studies dealt with summarizing major alternatives for decision makers and providing viable recommendations. He has consulting experience in public sector evaluation, research management, efficiency analysis, survey analysis, statistical modeling, and technology planning. Dr. Ling has worked with a multitude of clients in the capacity of Project Principal. He has worked on hundreds of engagements across the nation and includes work in state and local governments,school districts, institutions of higher education, quasi-governmental agencies,and private industry. Dr. Ling has been instrumental in creating, reviewing, and evaluating the methodology employed by Evergreen Solutions on all human resource engagements. His background and skill set make him uniquely qualified for assessing organizational critical needs and strategy. He is also an expert in policy development and long-term planning. A sample of the types of studies Dr. Ling has been involved with include: • Classification/Compensation- He developed the methodology and techniques for organizations to employee for successful data collection and implementation based on internal and external equity needs. He has been the Project Principal for numerous projects related to classification and/or compensation. Some of the public sector clients that he has worked with, or is currently on contract to work with, include: City of Kingsland, GA; City of Douglasville, GA; City of Alpharetta, GA;City of Savannah, GA;City of Garden City,GA; City of Dahlonega,GA; Forsyth County, GA; Brunswick County NC; Guilford County, NC; New Hanover County, NC;Tri-County Council for Southern Maryland;Allegany County, MD; City of Gaithersburg, MD; City of Salisbury, MD; City of Hyattsville, MD; Gloucester County,VA;County of Culpeper,VA; City of Newport News and Newport Sheriff's Office,VA; City of Suffolk,VA;Town of Blacksburg,VA; Charleston County,SC; City of Chester,SC;City of Lancaster,SC; City of Mauldin,SC;Town of Mount Pleasant,SC; Town of Hilton Head Island,SC; City of Fairhope,AL;City of Kalamazoo, MI;Jefferson County, MO; City of Branson, MO;City of Lee's Summit, MO;Sedgwick County, KS; Ellis County, KS; City of Pittsburg, PA; County of Allegheny, PA; City of Evanston, IL; own of Colchester,VT; Denton County,TX;Travis County,TX; City of Austin, TX;City of Seguin,TX;City of Pearland,TX;City of Rowlett,TX; City of Mont Belvieu,TX; City of Sunset Valley,TX; City of Santa Fe, NM; City of Carlsbad, NM; Charlotte County, FL; Osceola County, FL; Manatee County, FL;Seminole County, FL; Monroe County, FL; Miami-Dade 4 Evergreen Solutions,LLC Page C-3 County, FL;City of Delray, FL; City of Ocala, FL; City of Kissimmee, FL; City of Tamarac, FL; City of Bartow, FL; City of Palm Beach Gardens, FL;City of Winter Park, FL; City of Lake City, FL; City of Key West, FL; City of Panama City, FL;City of Sarasota, FL; City of St. Cloud, FL; City of Hollywood, FL; City of Bushnell, FL;and many others. Note: He also worked with the following additional public sector clients in Georgia: DeKalb County Schools; Douglas Public Schools; Sumter County Schools;Atlanta Public Schools; and Atlanta Metropolitan College. • Performance Evaluation - He has provided the framework for many organizations transitioning into goal based performance evaluation systems or fully functional merit-based pay structures. He understands the importance of a well stratified, objective based review process and has been instrumental in assisting a number of large organizations transition from traditional systems into merit-based pay structures with minimal transitional costs and interruption. Some of the public organizations he has provided these services to include, but are not limited to,the following: Brunswick County, NC; City of Riverdale, GA; City of Mont Belvieu,TX; City of Hollywood, FL; Manatee County, FL; Heath Care District of Palm Beach County, FL; City of Lee's Summit, M0; and City of Cape Coral, FL • Market Research - He provided the basis for which market research was collected,analyzed, and review. He ensured that data collection procedures and methods were statistically reliable using his knowledge of statistics and overall market research. • Policy Development - He has a thorough and firm understanding of policy development and has assisted many clients with implementing tailored policies and practices that reflect best practices. Dr. Ling holds a Doctorate Degree from Florida State University in Political Science and has taught courses addressing research methodology, statistical analysis,technological innovations, and political economy at various universities. Project Director Ms. Berkley is a Manager at Evergreen Solutions who has over 30 years Ms. Nancy Berkley, human resources experience demonstrating a thorough knowledge of SPHR multiple HR disciplines including, recruiting and staffing, workforce planning and retention, on-boarding, compensation and benefits, employee and labor relations, employee leave administration,voluntary and in-voluntary employee separations, performance management, employee surveys, organizational design and development, organization effectiveness, employee learning,training, and development, employee records administration and retention, and awards and recognition programs.She has consistently enhanced organizational capability by integrating HR with strategic business planning, development and assessment. She has provided individualized executive coaching and led HR team development and high performance teams. She has led corporate change initiatives and built talent-rich organizations by strengthening people and integrating processes and has directed human 4 Evergreen Solutions,LLC Page C-4 resources in high-volume,transactional service organizations and high- level, consulting organizations. She has excellent conflict resolution, negotiation, and influencing skills. Ms. Berkeley possesses expertise in the following HR areas: • Designing and implementing a shared service, centralized virtual staffing organization, increasing efficiency of staffing function for hiring managers. • Analyzing and responding to employee relation trends–positively influenced work environments reducing employee complaints by —90 percent. • Consulting with senior leaders and successfully leading project teams to develop new policies, programs and tools—including total revision and communication of a company's HR policies and practices to be in accordance with state and federal laws; • Creating HR metrics reviews utilizing business goals and human resources information systems data—set improvement goals and developed action plans for unique business requirements. • Conceptualizing and implementing complex workforce reduction plans—then redeployed —50 percent of the affected employees. • Representing companies in state and federal agency reviews, e.g. Office of Federal Contract Compliance Program (OFCCP) reviews—Equal Employment Opportunity Commission (EEOC) charges, workers compensation charges, and unemployment compensation claims. Recent public sector projects that Ms. Berkley has directed or served on the Evergreen Team include: a Compensation Analysis for the City of Alpharetta, GA; Employee Classification and Compensation Study for the City of Savannah, GA; Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, GA; a Classification and Compensation Study and Analysis for the City of Douglasville, GA; a Compensation and Benefits Survey for Forsyth County, GA; a Pay and Classification Study for the City of Fort Walton Beach, FL; a Compensation and Classification Study for the City of Cocoa, FL; a Compensation Study for the City of Hollywood, FL; Compensation and Classification Study Services for Monroe County, FL; a Classification and Compensation Study for the Town of Hilton Head Island, SC; a Comprehensive Classification, Compensation, Performance Management, and Benefits Study for the City of Columbia, SC; a Classification and Compensation Study for the City of Rockville, MD; a Classification and Compensation Study for Gloucester County,VA; a Pay and Classification Study for the Isle of Wight County,VA; a Classification and Compensation Study for Essex County, VA; a Compensation and Classification Study for Montgomery County,VA; a Classification and Compensation Study for the Town of Blacksburg, VA; a Salary Market Study and Personnel Systems Study for Virginia's Region 2000 Local Government Council;a Salary Equity Study for Guilford County, NC; a Classification and Compensation Study and Benefits Survey for New Hanover County and New Hanover ABC 4 Evergreen Solutions,LLC Page C-5 Board, NC; a Classification and Compensation Study for Sedgwick County, KS; a Wage and Benefit Study for Ellis County, KS; a Compensation and Classification Study for the Central Ohio Transit Authority; a Classification and Compensation Study for Blount County,TN; a Comprehensive Non- Union Pay and Classification Study for the City of Evanston, IL; a Compensation Analysis for Pinal County,AZ; a Classification and Compensation Study for the Town of Little Elm,TX; a Classification and Compensation Study for the City of Pflugerville,TX;and a Comprehensive Compensation and Benefits Study for the City of Rowlett,TX. Ms. Berkley has a Bachelor's Degree in Psychology from Florida State University and has been certified as a SPHR since 1997. Project Consultant Ms. Chen is a Consultant at Evergreen Solutions. Her background is in Ms. Hongwei Chen economics and finance, and with her professional experience working as an analyst in both the private and public sectors, she is familiar with disseminating large amounts of data and conducting in-depth data analysis. Ms. Chen's experience at Evergreen has focused on human resource initiatives including compensation and classification studies and market analyses. Projects have included conducting market salary surveys: collecting and analyzing market data to determine the value of certain jobs within an organization compared to its peers and competitors; and job classification descriptions: reviewing and adjusting job descriptions to more accurately represent the duties of positions within the organization. Recent public sector projects that Ms. Chen has been involved with include: a Compensation and Classification Study for Highlands County, FL; a Compensation and Classification Study for Charlotte County, FL; a Market Salary Survey for St.Johns River Water Management District, FL; Classification and Compensation Study for the City of Sarasota, FL; a Salary and Benefits Survey for the City of St. Cloud, FL; a Pay and Classification Study for the City of Doral; a Compensation Study for Sarasota County, FL; a Compensation Study for the City of North Miami Beach, FL; a Pay, Classification and Compensation Study for Community Action Stops Abuse, FL; a Compensation Study for the New Mexico Military Institute; a Job Classification and Compensation Study for El Paso Community College District, TX; a Compensation Study for South Texas College; a Non-Faculty Compensation Review for Austin Community College,TX; a Classification and Compensation Study for the City of Seguin,TX; a Compensation Study for the Town of Sahuarita,AZ; a Compensation Review for Clark College,WA; a Classification, Compensation,and Benefits Survey for Kent County Levy Court, DE; and a Compensation and Classification Study for Wake Technical Community College, NC. Ms. Chen holds a Master of Science in Quantitative and Computational Finance from Georgia Institute of Technology and a Bachelor's Degree in Economics and Music. 4 Evergreen Solutions,LLC Page C-6 Project Consultant Mr. Ortego is a Senior Analyst at Evergreen Solutions. He has a strong Mr.Greg Ortega background in public policy and quantitative analysis, which provides him with the ability to provide knowledge on a variety of public sector studies. His research and data interpretation skills at Evergreen Solutions have been focused on human resource analysis,such as,job description development and market analyses. He is proficient in a variety of qualitative and quantitative tools necessary to complete the studies conducted by Evergreen Solutions. Recent engagements in which Mr. Ortego has been involved include: • Market Salary Surveys in which market data are collected and analyzed to determine the value of certain jobs within an organization as compared to its peers who compete for the same labor. • Job Classification Descriptions in which the organization's job descriptions were reviewed and adjusted to more accurately represent the duties of positions within the organizations. He has revised and developed numerous job descriptions to ensue current employees' duties are accurately represented within the organization. Recent public sector projects in which Mr. Ortego has been involved include: a Compensation Analysis for the City of Alpharetta, GA; a Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, GA; an Employee Classification and Compensation Study for the City of Savannah, GA; a Compensation and Benefits Survey for Forsyth County, GA; a Classification and Compensation Study and Analysis for the City of Douglasville, GA; a Classification and Compensation Study for the City of Rockville, MD;a Classification and Compensation Study for Gloucester County,VA; a Classification and Compensation Study for the Southeastern Public Service Authority, VA; Classification, Compensation, Benefits and Performance Management Study for Brunswick County, NC; a Classification and Compensation Study for the Town of Hilton Head Island, SC; a Comprehensive Classification, Compensation, Performance Management, and Benefits Study for the City of Columbia, SC;a Classification and Compensation Study for Blount County,TN; Compensation and Classification Study for the Central Ohio Transit Authority, OH; a Classification and Compensation Study for the City of Seguin,TX; a Compensation Analysis for Pinal County, AZ; a Compensation Study for the City of Carlsbad in NM; a Wage and Benefits Study for Ellis County, KS; a Classification and Compensation Study for Sedgwick County, KS; a Classification and Compensation Study for the City of Cocoa, FL; a Comprehensive Classification and Compensation Study for the City of Panama City Beach, FL; and a Classification and Compensation Study for the City of Sunny Isles Beach, FL. Mr. Ortego has a Master's Degree in Political Science and a Master's Degree in Applied American Politics and Policy Development from Florida State University. Evergreen Solutions,LLC Page C-7 Project Consultant Mr. Misrahi is an Analyst at Evergreen Solutions. He possesses an Mr. Michael Misrahi academic background in labor relations studies, which is coupled with professional experience analyzing qualitative data. His qualitative and quantitative skills are applied at Evergreen with regard to various analyses of human resources. Mr. Misrahi's compensation and classification consulting work with Evergreen includes: • analyzing market survey data to create an analytical picture of where a given organization stands relative to the external market, focusing on competitiveness in compensation plans; • working intricately with project managers and team members to create and conduct salary, benefit, and ERP-related surveys for client organizations;and • utilizing job assessment tools to analyze the current state of a classification within an organization with respect to its pay,job description, and job title. Mr. Misrahi's most recent public sector projects include: a Classification and Compensation Study for Douglasville, GA; a Compensation and ERP Study for Miami-Dade County, FL; a Compensation and Benefits Study for the City of St. Cloud, FL; a Classification and Compensation Study for the City of Sebring, FL; a Compensation and Classification Study for the City of Sarasota, FL; a Compensation Study for Sarasota County, FL;a Compensation Study for the City of Osceola, FL; a Compensation Study for the City of North Miami Beach, FL; a Pay and Classification Study for the City of Doral, FL; a Pay and Classification Study for Bay County, FL; a Pay and Classification Study for Gulf County, FL; a Classification and Benefits Study for the City of Key West, FL; a Salary Study for Highlands County, FL; a Salary and Benefits Review for Hernando County, FL; a Pay, Compensation, and Classification Study for Community Action Stops Abuse, FL; a Compensation Study for the City of Kissimmee, FL; a Compensation Salary Study Review for Davidson Transit Organization,TN; a Classification, Compensation,and Benefits Survey for Kent County Levy Court, DE;a Salary Survey for the State Employees Association of North Carolina (SEANC); a Classification and Compensation Study for the City of Greer,SC; a Pay for Performance and a Salary Survey for City of Mont Belvieu,TX; a Comprehensive Compensation and Benefits Study for the City of Sachse,TX; a Classification and Compensation Study for the City of Pflugerville,TX; a Job Evaluation and Classification Study for the City of Frisco,TX;a Classification and Compensation Study for the City of Seguin, TX;a Comprehensive Compensation and Benefits Study for City of Rowlett, TX;and a Compensation Study for Town of Sahuarita, AZ. Mr. Misrahi has an MBA and a Bachelor's Degree in History from Florida State University. 4 Evergreen Solutions,LLC Page C-8 Project Consultant Mr. Bollenback's academic background is in business management while Mr. David Bollenback his professional experience is in small business development, process management, and the collection and analysis of large, organizational data sets. He is experienced in the collection of both qualitative and quantitative data, and is well versed in the analysis of compensation data, benefits data, and performance management outcomes. Mr. Bollenback's compensation and classification consulting work with Evergreen includes: • Market Salary Surveys in which market data is collected and analyzed to determine the value of certain jobs within an organization as compared to its peers who compete for the same labor. • Administering and utilizing job assessment tools to analyze the current state of a classification within an organization with respect to its pay,job description, and job title. • Job Classification Descriptions in which organization's job descriptions were reviewed and adjusted to more accurately represent the duties of positions within the organization. He has revised numerous job descriptions to ensure current employees' duties are accurately represented within the organization. Recent public sector projects in which Mr. Bollenback has been involved include: a Classification and Compensation Study and Analysis for the City of Douglasville, GA; a Compensation and Benefits Survey for Forsyth County, GA; a Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, GA; a Classification and Compensation Study for Essex County, VA: a Pay and Classification Study for the Isle of Wight County, VA; a Classification and Compensation Plan Update for Suffolk Public Schools, VA; an Efficiency Study for Stafford County Public Schools, VA; a Comprehensive Classification, Compensation, Performance Management, and Benefits Study for the City of Columbia, SC; a Classification and Compensation Study for the Richland Library, SC; a Compensation Study for Florida Virtual School; a Compensation and Classification Study for the City of Cocoa, FL; a Compensation and Classification Study for the Liberty County School District No. 53, M0; a Compensation Analysis for Central Office Personnel and School Administrator for Chapel Hill-Carrboro City Schools, NC; a Human Resources Department Review/Audit and an Administrative Salary Study for Akron Public Schools, OH; and a Compensation Study for the New Mexico Military Institute. Mr. Bollenback has an MBA and a Bachelor's Degree from Florida State University. A team of experienced analytical and clerical support staff will contribute to this study, as needed. -r Evergreen Solutions,LLC Page C-9 Section D Structure and Content of Work Product 4 Evergreen Solutions,LLC D. Structure and-Content of Work Product Evergreen Solutions typically includes the following five chapters in a final report for a Comprehensive Compensation and Classification Study: • Chapter 1: Introduction—This chapter provides an introduction into the study and describes the necessary steps that will take place. • Chapter 2: Summary of Outreach—This chapter provides a summary of any employee meetings and department head interviews. • Chapter 3: Assessment of Current Conditions—This chapter provides an overall assessment of the structure of the compensation plan in place in the organization and a brief analysis of the employee demographics within the organization. • Chapter 4: Market Summary--This chapter provides results of the market salary survey. • Chapter 5: Solution—This chapter summarizes the proposed recommendations based on the findings from the previous chapters. The recommendations occupy four different categories: Classification, Overall Structure, Compensation, and Administration. Evergreen Solutions uses the standard Microsoft Office format for reporting our findings and recommendations. In addition, Evergreen uses the Job Assessment Tool© (JAT)for the job evaluation process. The JAT asks a series of questions regarding an employee's job that captures the nature of the job and how it interacts with work within the organization. We have designed the JAT as a web-based tool so that data can be collected electronically; however, if requested, we can also provide a paper-based version of this tool. Evergreen utilizes its own JobForce software that allows our client partners to facilitate the implementation and ongoing maintenance of their compensation and classification system. 4 Evergreen Solutions,LLC Page D-i Section 2 Wor&ScIieiu(e Evergreen Solutions,LW E. Wor&Scfieiu(e Evergreen Solutions possesses the staff,skills, and tools to conduct the comprehensive classification and compensation study and deliver the final report to the City of Tybee Island in approximately 60 days of execution of a contract. This is based on a tentative project start date of March 27, 2015, as recommended in the REP, and a completion date of May 31, 2015. This work schedule can be modified in any way to best meet the needs of the City of Tybee Island. r* Evergreen Solutions,LLC Page E-i Section c° References 4 Evergreen Solutions,LLC `. References Evergreen is well qualified to conduct a Comprehensive Compensation and Classification Study for the City of Tybee Island as our consultants have conducted hundreds of similar studies for local governments and other public sector organizations throughout the country, including many in the State of Georgia. In this section we provide a brief history of our firm, a list of similar projects we have conducted that involved work similar in scope to the services being requested, and references. F.1 Evergreen Solutions, LLC is a national, multidisciplinary, public sector History of Firm management consulting firm, which specializes in working with local governments across the nation. Evergreen was formed in 2004 to provide a modern, practical alternative to the typical consulting options. We are a group of management and human resource professionals who came together to form an innovative alternative that places clients and their needs before any individual, model, or corporate goal. Evergreen Solutions is a female-owned business, certified as an M/WBE in many states and municipalities across the country. Evergreen Solutions is a female-owned business, certified as a W/MBE in many states and municipalities across the country. Evergreen is authorized to conduct business in the State of Georgia. Evergreen provides a unique approach, rather than the "consulting as usual"approach, by partnering with our clients to find innovative, real world solutions to public sector management. Our main focus is on people, management, and technology. This focus allows our team to provide a broad variety of services, including, but not limited to: compensation and classification studies; market and benefits surveys; performance evaluation studies; retention studies; staffing studies; and workload analyses. We invite you to browse our Web site at www.ConsultEvergreen.com or visit us on Facebook at www.facebook.com or Linkedin at www.linkedin.com for more information about our services,staff,and past experience. Find us on: Linked On facebook. Evergreen Solutions assists public sector professionals in exercising control over the inter-related elements that determine success or failure. We do that by applying a situation-responsive discipline that emphasizes: Evergreen Solutions,LLC Page F-i 1 • full visibility into the entire organization through research and discovery; • a spirit of partnership with local government staff and leadership; • sound recommendations based on best practices and proven methods; and • a practical go forward plan that leads to quantifiable results. Collectively,the members of the Evergreen Solutions Team have: • extensive experience in conducting comprehensive compensation and classification studies for local governments and other public sector organizations throughout the country, including Georgia; • comprehensive experience in all components vital to the successful completion of this study; • knowledge of relevant Georgia statutes and state regulations as well as federal regulations; • objectivity and flexibility due to the fact that we have no vested interests; and specialized • analytical tools that we bring to the project. Clients nationwide have been successfully implementing recommendations from our team of professional consultants for decades. Evergreen Solutions has contracted with public sector, quasi- governmental, and non-profit organizations, in 42 states in providing a variety of human resources consulting. In Exhibit F-1 we include a list of some local government clients that our consultant team has worked with, or is currently on contract to work with, that involved similar services to those being requested by the City of Tybee Island. In addition, Evergreen has worked with the following public sector education organizations in the State of Georgia in a variety of human resource and management capacities: DeKalb County Schools; Douglas Public Schools;Sumter County Schools; Atlanta Public Schools; and Atlanta Metropolitan College. 4 Evergreen Solutions,LLC Page F-2 Exhibit F-i Select Local Government Clients Blount County,TN 1 raves County, Ix City of'Venice,rL City of Evanston, IL Denton County,TX City of Tamarac, FL Jefferson County,MO City of Frisco,TX City of North Miami Beach FL City of Branson,MO City of Seguin,TX City of Sarasota, FL City of Lee's Summit, MO City of Mont Belvieu,TX City of Sebring, FL Sedgwick County, KS City of Sunset Valley,TX City of Lake City, FL Ellis County,KS City of Southlake,TX City of Cape Coral, FL City of Pittsburgh,PA City of Austin,TX City of Largo, FL City of Kalamazoo, MI City of Rowlett,TX City of Hollywood, FL Brunswick County, NC City of Pflugerville,TX City of Maitland, FL Guilford County,NC City of Sachse,TX City of Winter Park, FL New Hanover County, NC City of Schertz,TX City of Sunny Isles Beach, FL Alleghany County, MD City of Duncanville,TX City of Punta Gorda.FL City of Salisbury, MD City of Santa Fe, NM City of Deltona,FL City of Gaithersburg, MD City of Carlsbad, NM City of Kissimmee,FL City of Hyattsville, MD City of Tucson/Pima County,AZ City of St.Cloud, FL City of Rockville, MD Final County,AZ City of Bartow,FL Kent County Levy Court, DE Town of Sahuarita,AZ City of Cocoa,FL Montgomery County,VA Town of Gilbert,AZ City of Key West, FL J Gloucester County,VA City of Savannah,GA Highlands County,FL County of Culpeper,VA City of Riverdale,GA Bay County, FL Louisa County,VA City of Kingsland,GA I Manatee County, FL Essex County,VA City of Alpharetta,GA Miami-Dade County,FL Isle of Wight County,VA City of Douglasville,GA Sumter County,FL Town of Blacksburg,VA City of Garden City,GA Seminole County, FL City of Suffolk,VA City of Dahlonega,GA Gadsden County, FL City of Lancaster,SC Forsyth County,GA , Monroe County, FL City of Chester,SC City of Fairhope,AL V Charlotte County, FL __ City of Mauldin,SC City of Panama City, FL Osceola County, FL City of Columbia,SC City of Panama City Beach,FL Hernando County, FL City of Greer,SC — City of Fort Walton Beach, FL Sarasota County, FL Charleston County,SC City of Delray Beach, FL Gulf County, FL Richland County,SC City of Winter Park, FL Village of Pinecrest, FL Town of Mount Pleasant,SC City of Palm Beach Gardens, FL Village of North Palm Beach, FL Town of Hilton Head Island,SC City of Bushnell, FL Town of Juno Beach, FL Town of Colchester,VT City of Dania Beach,FL Town of Palm Beach,FL City of Fountain,CO City of Doral,FL Town of Cutler Bay, FL ITown of Little Elm,TX City of Ocala, FL 1 Town of Jupiter,FL F.2 Because Evergreen has conducted hundreds of similar studies for local Select governments, we include in this section only a sample of some of our more recent work as it directly relates to the services being requested by Relevant the City of Tybee Island. Experience 4' Evergreen Solutions,LLC Page F-3 Compensation and Classification Study City of Kingsland,Georgia Evergreen Solutions was hired by the City of Kingsland to assist with a city-wide compensation and classification study and recommendations for implementation of a revised pay plan.The study included all employees and classifications in the City.As part of the study,the Evergreen Team conducted focus groups and interviews with employees, and employees completed Job Assessment Tools (JATs). Evergreen's consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City. Finally, a detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation plan. 4 Classification and Compensation Study and Analysis City of Douglasville,Georgia Evergreen Solutions was retained by the City of Douglasville to conduct a Classification and Compensation Study and Analysis of its workforce consisting of 225 full-time employees in approximately 96 job titles. Evergreen performed the following tasks: • Evaluated the City's present salary structure as compared to the relevant job market for comparable positions in both the private and public sectors. • Reviewed all current job descriptions and analyze same for knowledge,skills, abilities, education and experience relevance and internal consistency,job definitions and summaries, distinguishing characteristics, supervision received and exercised, conformity with the ADA relative to essential job functions(including physical demands); and special requirements including licensing and certifications. • Reviewed the City's current Position Classification and Wage Administration Plans and provided recommendations for enhancement and specific guidelines for requests pertaining to the following: creating new positions, salary adjustments and reclassifications, retroactive pay, compensation for additional duties (temporary and permanent assignments) and internal equity adjustments. • Analyzed all existing job family classifications, pay grades and salary ranges and recommend modifications as necessary. • Analyzed all existing FLSA classifications and recommended modifications as necessary. 4 Evergreen Solutions,LLC Page F-4 • Identified potential pay compression issues and provided alternative solutions Compensation Analysis City of Alpharetta,Georgia Evergreen Solutions was engaged with the City of Alpharetta to conduct a competitive compensation analysis.The purpose and intent of the study was to compare and contrast the City's current wage and benefit structure and levels with those of key competing employers—both public and private. The analysis was based upon job descriptions and/or duties performed rather than upon job titles in order to ensure accurate comparisons and to consider all aspects of the City's compensation package. At the time of the study,the City of Alpharetta employed 414 full-time and five part-time positions, excluding senior management and elected officials, defined across 132 position descriptions.The base salary ranges for these positions were divided among eight pay grades. The primary goals of this project were to: determine the City's competitive position within the marketplace in terms of its overall compensation package; determine the relative value and competitive positioning of each compensation/benefit area; and identify any weaknesses within the components of the City's existing compensation package that may negatively impact the organization's ability to attract and retain talented employees. Employee Classification and Compensation Study City of Savannah,Georgia Evergreen Solutions is engaged with the City of Savannah to conduct an Employee Classification and Compensation Study for its workforce of 2,500 employees. Evergreen will develop a comprehensive job classification system that will accommodate the City's needs for a flexible, internally and externally equitable, defensible, market sensitive and easily administered system for all current and future jobs within the City. Evergreen will establish career paths for occupations, provide clear distinctions in different job levels, establishing performance standards/job qualifications for all newly created job classifications, produce job descriptions that are legally defensible and are in accordance with ADA and FLSA, assign classifications to pay ranges designed by the City that are labor market appropriate, and train Human Resource staff so that they can maintain, enhance, and use the classification system to identify and consistently apply the system to modify an existing position or classification or create a new position or classification scheme. 4 Evergreen Solutions,LLC Page F-5 Evergreen will further assist the City in formulating a formal compensation philosophy and developing a compensation system for all job classifications based upon the adopted compensation philosophy. Evergreen will identify comparable benchmark employers to guide the City's future employee salary and benefit decisions in order to facilitate the retention and attraction of high performing staff members, while being financially sustainable. Evergreen's consultants will train Human Resource Staff so that they can apply the compensation philosophy to maintain and enhance the adopted compensation system. e, Comprehensive Classification and Compensation Study and Staffing 1 Analysis of Police Department City of Garden City,Georgia Evergreen Solutions is retained by the City of Garden City to conduct a Comprehensive Classification and Compensation Study for its workforce as well as a Staffing Analysis of the Police Department. The primary objectives of the Classification and Compensation Study are to attract and retain qualified workers who will be paid equitable salaries; provide fair salaries for all workers of the City; and provide a salary structure that enables the City to maintain a competitive position with other cities and companies within the same geographic area. To accomplish this, Evergreen will: • work with the City's management staff to identify a market position for the City; • develop a comprehensive labor market salary survey for the Chatham County area and surrounding municipalities that reflects both cities and private industry; s analyze existing internal hierarchy based on job relationships, identify problem areas within the internal hierarch system, and propose implementation methods to correct identified problems; • review current classification grade methodology, and propose recommended strategies for the City of Garden City; and • develop a pay plan identifying specific parameters (i.e., percent spreads between ranges and within ranges). In the end, Evergreen will prepare a cost analysis for positions that fall below the proposed minimum salaries following reclassification and will develop recommendations and an instrument for the ongoing internal administration and maintenance of the proposed classification/compensation plan. I For the staffing analysis, Evergreen's consultants will review the staffing needs of the City's Police Department in terms of delivering quality Evergreen Solutions,LLC Page F-6 services to its citizenry. Evergreen will compare staffing to similar police departments in the surrounding area as well as industry best practices, and will make recommendations for staffing improvements, as needed. Note:This project is in the final stages of completion as a draft final report is currently being prepared. 44 Compensation and Benefits Study and Analysis City of Dahlonega, Georgia Evergreen Solutions is currently engaged with the City of Dahlonega to conduct a comprehensive classification, compensation, and benefit study and analysis of its workforce. Evergreen's consultants will evaluate the City's present salary and benefit structure as compared to the relevant job market for comparable positions in both the private and public sectors. Evergreen will review all current job descriptions and analyze the same for knowledge, skills, abilities, education and experience relevance and internal consistency,job definitions and summaries, distinguishing characteristics, supervision received and exercised, conformity with the ADA relative to essential job functions and special requirements, including licensing and certifications. Evergreen will also analyze all existing job family classifications, pay grades and salary ranges, and recommend modifications as necessary as well as analyze all existing FLSA classifications and recommend modifications as necessary. Compensation and Benefits Study Forsyth County, Georgia Evergreen Solutions is engaged with Forsyth County to conduct a Compensation and Benefits Survey for the various departments/offices of the County.The objective of the survey is to provide Forsyth County Government a competitive position with other comparable government entities and private employers within the same geographic area to attract and retain qualified employees. Evergreen's consultants will review the current compensation plan and salary grade levels to understand the current challenges facing the County in recruiting and retaining employees. Evergreen will survey comparable labor markets competing with the County for labor in the greater metro Atlanta labor market and comparable public organizations.The survey will be designed to capture not only base salary information but comprehensive benefits information (inclusive of: deferred compensation; leave plans; employer paid medical, dental, vision, disability insurance, life insurance)to ensure that the County is competitive with other public organizations in the greater metro Atlanta labor market in its total compensation package. 4 Evergreen Solutions,LLC Page F-7 In the end, Evergreen will prepare a final report of findings with written recommendations regarding specific classifications,salary market adjustments, and preferred benefit package and will recommend any necessary salary range changes for the County's job classifications. Note:This project is in the final stages of completion as a draft final report is currently being prepared. 4 Analysis of Compensation and Classification System City of Fairhope,Alabama Evergreen Solutions was hired by the City of Fairhope to provide a comprehensive analysis of its compensation and classification systems including an evaluation of market competitiveness and compensation structure,as well as internal equity and classification accuracy applicable to all City employees.This study included a review of current compensation practices and the development of a compensation philosophy, defining the appropriate labor market to which the City should be compared, evaluating the FLSA status of each position, making salary recommendations for various jobs based on market data collected, completing an assessment of total compensation,and the provision of recommendations to assist with implementation. Employees were given the opportunity to attend orientation sessions, employee focus groups and participate in the Job Assessment Tool process for classification valuation as a component of these analyses. 4 Classification, Compensation, Benefits,and Performance Management Brunswick County, North Carolina Evergreen Solutions was hired by the Brunswick County to facilitate the county-wide review of classification, compensation and performance management practices and make recommendations for implementation of a revised pay plan that takes into account both internal and external equity.The study included all employees and classifications in the County. As part of the study,the Evergreen Team conducted focus groups and interviews with employees and managers, and they completed Evergreen Solutions'Job Assessment Tool (JAT). Job descriptions were reviewed and updated, including FLSA compliance determinations. Evergreen consultants conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the County. A detailed plan was developed to provide the County with specific steps to implement an equitable and competitive compensation plan. In addition, Evergreen Solutions reviewed and analyzed performance management tools and practices and will soon be recommending improvements,as necessary. Finally, maintenance training and documentation was provided to County staff to assist with upkeep of the newly established system. 4 Evergreen Solutions,LLC Page F-8 Salary Equity Study Guilford County, North Carolina Evergreen Solutions was retained by Guilford County to assess pay equity based on race and gender for all County employees. Evergreen's consultants performed a review of approximately 1,500 plus positions for internal salary equity.This was accomplished by reviewing the incumbent's related education and experience prior to County employment and related experience gained with the County. Evergreen's consultants also reviewed job descriptions, in conjunction with County Staff,to ensure that content and titles were current, accurate and were consistent with FLSA, EEO and ADA considerations. At the conclusion of I the study, Evergreen made recommendations by individual position/ employee for internal salary equity pay adjustments and provided an analysis that included a statistical treatment of pay placement and progression. Classification and Compensation Study and Benefits Survey 1 New Hanover County, North Carolina Evergreen was retained by New Hanover County and the New Hanover Alcohol Beverage Control Board to conduct a Classification and Compensation Study for its employees. Evergreen's consultants conducted an employee classification and compensation study of public and private employers who were providing equitable services and, based on that study and determined if individualized position/job descriptions were needed, and if so, assisted in the development of those descriptions. Evergreen prepared a comprehensive analysis that identified New Hanover County's competitive position in the labor market and provided a recommendation for total salaries and benefits, including the total compensation package of insurance and other benefits (including paid leave), and prepared recommendations for compensation policies, including variable incentive pay options, to maintain competitiveness, reward employees, and ensure equity. Select County and ABC Board were provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system could be accomplished. Classification and Compensation Study County of Culpeper,Virginia Culpeper County retained Evergreen Solutions to assist with a comprehensive classification and compensation study of all its employees. Evergreen's consultants conducted a job analysis through desk audits, interviews, and focus groups. A more detailed analysis was performed on clerical and law enforcement staff. A salary and benefits survey was issued to peers to assess the County's current market -~ Evergreen Solutions,LW Page F-9 position. Recommendations were made for all employees to address job and compensation changes. Classification and Compensation Study Gloucester County,Virginia Evergreen Solutions was retained by Gloucester County to conduct a detailed compensation and classification analysis of its non-faculty employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity. 4 Comprehensive Position Classification and Compensation Study Town of Blacksburg,Virginia Evergreen Solutions is retained by the Town of Blacksburg to conduct a comprehensive position classification and compensation study. Evergreen's consultants will review the market survey practice and the current performance evaluation system,tools, and procedures used. In addition, Evergreen consultants will identify the strengths, weaknesses, opportunities,and threats(SWOT) of the current employee performance management system and assess organizational needs, direction and capabilities as they pertain to performance management. Evergreen consultants will meet with select Town staff to gain input on desired system characteristics and the nature of work performed in each department as well as to discuss the following: • evaluation of current system; • past experiences with performance management; • needs of the organization for meeting performance goals; • strategic direction of the organization and potential linkages to individual performance; • perceived technology capabilities;and • resources available to support various alternatives. In the end, Evergreen will make recommendations to improve the competitiveness of the Town in recruiting and retaining qualified staff as well as the best methods for rewarding employees for performance. Note: Evergreen is in the final stages of completing this project. 4 Evergreen Solutions,LLC Page F-ao Salary and Benefits Review,and Analysis City of Hyattsville, Maryland Evergreen Solutions was hired by the City of Hyattsville to conduct a Salary and Benefits Review and Analysis of all classifications.The process included a comprehensive review of market compensation averages using a detailed duties-based salary survey approach as well as a comprehensive benefits survey. Market position was determined,a compensation philosophy was developed and strategic positioning recommendations were made with the goal of providing the City a more equitable compensation model. Classification and Compensation Study City of Gaithersburg, Maryland Evergreen Solutions was retained by the City of Gaithersburg to conduct a compensation and classification study. The study included evaluating jobs, updating classifications, assessing the labor market, and making recommendations. Evergreen's recommendations improved the competitiveness of the City and helped the City prepare for attracting and retaining the best and brightest. Pay and Classification Study City of Salisbury, Maryland Evergreen was hired by the City of Salisbury to conduct a Pay and Classification Study for 400 employees in nine (9) departments with a total of 120 job classifications. Employees participated in focus groups, 1 interviews, and a job analysis to determine the best classifications for the work performed. Fifty desk audits were also performed as part of the study. In addition, pay ranges and benefit plans were analyzed in the public and private sector to determine the appropriate pay levels and benefits for all included benchmarked position. Recommendations were provided to improve the fairness and equity. Select City staff(i.e., (department heads and supervisors)were provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended to total compensation and evaluation system was accomplished. Evergreen Solutions,LLC Page F-1i Classification and Compensation Study City of Lancaster,South Carolina Evergreen Solutions was retained by City of Lancaster, SC to conduct a detailed compensation and classification analysis of its employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. In addition, pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity. Compensation and Classification Study City of Mauldin,South Carolina The City of Mauldin retained Evergreen Solutions to provide oversight into the data collection process regarding compensation and classification as well as provide recommendations following the collection of the data for the City to transition into a purely merit-based pay system.The purpose of the study was to review the current structure that had not been updated in the last few years utilizing the position rating manual and position analysis questionnaire; review the salary survey methods and results collected from local municipalities and national IMCA data;verify overall grade placement and internal equity for the organization as a whole; ensure external equity with the marketplace; and provide oversight on transition to performance management, merit-pay system. As part of the study, Evergreen reviewed the materials provided by the City and gave feedback on best practices and market trends; analyzed internal equity data collected by City and gave feedback to address internal equity; reviewed salary survey data collected by the City for accuracy and provided insight regarding findings; developed the strategic position for the City utilizing collected data and desired intentions of the City; and assisted the City with developing transition plan. at Salary Parity Study/Structural and Compensation Systems Study Charleston County,South Carolina In 2005-06, Charleston County conducted a Classification and Compensation Review using another consulting firm. Then in 2007, Evergreen Solutions was hired by the County to review the results and verify the recommendations that accompanied the study.The primary issue examined by Evergreen was the internal equity relationships present within the County's pay plan.The Evergreen Team administered a job analysis tool to County employees that helped determine job worth and verify internal equity relationships as they relate to compensation. Although the study's primary emphasis was ensuring that internal equity relationships were proper,the study also ensured that employees were paid consistently with Evergreen Solutions,LLC Page F-12 the market. Evergreen provided detailed recommendations for adjusting the County's pay and classification structure and developed an implementation plan complete with costing information. Note: Evergreen was again hired in 2012 to conduct a Structural and Compensation Systems Study. The Evergreen Team worked with elected official and employee committee throughout the process. Our phases included employee outreach, best practice research, and consensus building to recommend a 21st Century approach to compensation and classification management. Classification and Compensation Study Town of Mount Pleasant,South Carolina Evergreen Solutions was hired to assist the Town of Mount Pleasant to assist with a Compensation and Classification Study. The Evergreen Team conducted employee orientation sessions,focus groups,job analysis, market assessment, and provided recommendations. Classification and Compensation Study Town of Hilton Head Island,South Carolina Evergreen Solutions was engaged with the Town of Hilton Head Island to conduct a Classification and Compensation Study for all its employees. The study included the following primary objectives:to conduct a thorough, complete and accurate class specifications/job descriptions for all positions; appropriate valuation of each position relative to other Town positions; and to develop a competitive total rewards package (salary and benefits) relative to similar positions in the market. Evergreen provided written guidelines for maintaining class specifications/job descriptions,for evaluating/re-evaluating job class specifications/job descriptions and for maintaining model compensation structure (s). Evergreen further recommended pay administration policies to include, but not be limited to, policies regarding movement through ranges, adjustments within pay grades, adjustments for assumption of additional duties (temporary or permanent), reclassifications, promotions,transfers, demotions, career ladders, etc. and recommended reliable external market data sources for salary structure adjustments and determination of merit budget Upon recommendation to the Town for the implementation of a new classification and compensation program, Evergreen's consultants reviewed current performance management system documentation and provided recommendations to strengthen link between pay and performance as appropriate. In addition, Evergreen recommended future merit allocation approaches, considering changes to classification and compensation program and limited budgets. Evergreen Solutions,LLC Page IT-is Classification and Compensation Study City of Chester,South Carolina Evergreen Solutions was engaged by the City of Chester to conduct a comprehensive compensation and classification study for all City employees.The Evergreen Team conducted orientations and focus groups with general employees. Employees completed Job Assessment Tools,and supervisors completed Management Issues Tools,as needed.The data gathered through this process resulted in JAT scores for each job title, placement of each job into an internal hierarchy, and potential recommendations for revision to the current classification structure. Evergreen Solutions also conducted a comprehensive salary survey.The results will be combined with the internal hierarchy to help generate recommendations for a comprehensive compensation and classification structure.The Evergreen Team provided detailed recommendations for implementation of the new structure and related employee salary adjustments. 4 Comprehensive Classification and Compensation Study City of Branson,Missouri The City of Branson hired Evergreen Solutions to conduct a Comprehensive Compensation and Classification Study to determine whether the City possessed a compensation and classification system that was both equitable as compared to the external competitive employment market as well as equitable internally.The study included a complete classification analysis using the Job Assessment Tool job valuation methodology as well as a statistical assessment of internal conditions and an assessment of external equity including a salary survey of competing organizations.The report culminated with a series of findings and recommendations that were designed to alleviate any strains on the system and, if necessary, redesign or augment the existing system in place at the City of Branson. 4 Non-Union Pay and Classification Study City of Evanston, Illinois Evergreen Solutions was hired by the City of Evanston to conduct a comprehensive compensation and classification study to determine whether the City possessed a compensation and classification system that was both equitable as compared to the external competitive employment market as well as equitable internally. This study and its proposed work plan applied only to those employees who were not members of collective bargaining units or labor unions. The study included a complete classification analysis using the Job Assessment Tool job valuation methodology as well as a statistical assessment of internal conditions and an assessment of external equity including a salary survey of competing organizations.The project and the final report 4 Evergreen Solutions,LLC Page F-14 culminated in a series of findings and recommendations designed to alleviate any strains on the system and, if necessary, redesign or augment the existing system in place at the City of Evanston. 4 Comprehensive Compensation and Classification Study Jefferson County, Missouri Jefferson County retained Evergreen Solutions to conduct a Comprehensive Compensation and Classification Study to analyze the County's market competitiveness and internal equity. Located just 40 miles southwest of the City of St. Louis,the County possessed a unique set of challenges being on the border of more rural,suburban, and even metropolitan markets. Maintaining market competitive compensation and classification plans in these environments required special effort. With this in mind,this study included a comprehensive classification analysis using the Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions. An assessment of external equity including a salary survey of competing organizations was conducted.The project concluded with a series of findings and recommendations that were designed to alleviate any strains on the system and, if necessary, redesign the existing system in place for the County. 4 Classification and Compensation Study Sedgwick County, Kansas Evergreen Solutions was retained by Sedgwick County to conduct classification and compensation study for approximately 2,766 employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Classifications were reviewed,as needed, and FLSA determinations were made. Evergreen consultants reviewed pay policies and practices and pay ranges in the public and private sector were analyzed to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity within the County and a plan was provided to address maintenance of implemented changes to the County's classification and compensation system. In addition, Evergreen provided County staff with the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system would be accomplished. _i.r...* mtEvergreen Solutions,LLC Page F-is Compensation Study City of Hollywood, Florida The City Hollywood retained Evergreen to conduct a compensation study of all non-represented employees (Executive; Managerial; Legal;Technical; and Confidential Administrative Support). A job-task analysis/job audit was conducted to determine whether classifications were correctly placed in the organizational hierarchy and whether individual job positions were classified correctly. Evergreen reviewed job descriptions using the Job Assessment Tool job valuation methodology and conducted a statistical assessment of current conditions to ensure compliance with federal and state laws including proper designation of classifications as "exempt" vs. "non-exempt". Evergreen conducted a comprehensive survey to ensure that the City of Hollywood's compensation plan was equitable and competitive in its total compensation package relative to internal factors and external markets (The City's goal was to be in the top 25% in salary). Evergreen's consultants reviewed existing salaries to determine proper placement within proposed classifications, and recommend appropriate "equity adjustments"as needed, based upon the results of the salary survey and the recommended pay plan. Evergreen concluded the study with recommendations designed to alleviate any strains on the current compensation and classification system. Evergreen further recommended procedures, policies, and methods to maintain an on-going Classification & Compensations Plan that was performance based,fair and competitive. In addition, Evergreen's consultants developed policies and procedures for developing and maintaining a career track/progression/retention program and reviewed existing performance appraisal system in order to make recommendations to integrate the performance appraisal system with new Classification &Compensation Plan. Note:At the conclusion of the study Evergreen was hired again to conduct a compensation study of all AFSCME employees(i.e., Professional and Supervisory employees). 4 Classification and Compensation Study City of Winter Park, Florida Evergreen Solutions assisted the City of Winter Park's Human Resources Department with conducting a comprehensive classification and compensation study for all full-time employees.The project centered on providing the City with a revised system that was characterized by internal and external equity.To ensure internal equity, Evergreen utilized its Job Assessment Tool (JAT)and Management Issues Tool (MIT)to properly classify work performed and highlight issues to be addressed by management. Employees at all levels were also provided a forum to voice concerns with the current system through focus groups. Evergreen also selected benchmarks and peer organizations to survey for wages in comparison to the market.This information was combined with the job 4 Evergreen Solutions,LLC Page F-16 analysis to provide a comprehensive solution.The recommended solutions were costed out and presented to the City for review. 4 Compensation, Classification,and Benefits Study City of Palm Beach Gardens, Florida The City of Palm Beach Gardens, located in South Florida,just north of West Palm Beach, entered into a contract with Evergreen Solutions to conduct a comprehensive Compensation and Classification Study to assess the city's internal and external equity. The City had established track record of regular studies of this nature and seeks up-to-date competitive salary and benefits information from both the private and public sector. A salary survey of peer organizations in the local and regional market,to include benefits and total compensation, was conducted to ascertain the City's relative market position. The City maintained the objective of being among the compensation leaders in Palm Beach County, and regular evaluation of this kind was essential in achieving this progressive goal. The study included a complete classification analysis using Evergreen Solutions'Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions.The study concluded with a series of findings and recommendations in a written report that was designed to identify and recommend resolution of any inequities in the system and, if necessary, update the existing classification structure.The City had gone through a considerable reduction in force,which had caused many responsibilities to be shuffled. 4 Comprehensive Classification and Compensation Study City of Panama City, Florida Evergreen was retained by the City of Panama City to conduct a Comprehensive Classification and Compensation Study for 545 non- union positions/employees, including approximately 79 firefighters, 92 police officers, and 5 elected officials in 190 job classifications. Employees participated in focus groups, interviews, and a job analysis to determine the best classifications for the work performed. Pay ranges were analyzed in the public and private sector to determine the appropriate pay levels for all included jobs. Evergreen reviewed the City's current performance evaluation system,tools and procedures, and made recommendations for necessary changes to the system. Recommendations were also provided to improve fairness and equity of all jobs within the City. Select City staff were provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system were accomplished. Evergreen made recommendations regarding enhancements to the City's current performance evaluation system and provided the City with a performance evaluation tool. 4 Evergreen Solutions,LLC Page F-17 Compensation,Classification,and Performance Management Study Manatee County, Florida , Evergreen Solutions was hired by Manatee County to assist with a county- wide Compensation and Classification Study. At the time of the study, Manatee County was a growing county with a population of over 300,000 located on the southwestern coast of FL between Pinellas and Sarasota Counties.An appointed County Administrator oversaw 16 departments, with approximately 2,900 employees within approximately 600 classifications and 58 pay ranges/grades. The study included all employees that serve in capacities for the Board of County Commissioners. As part of the review,orientation sessions,focus groups,and interviews were conducted in throughout the county. All employees were asked to complete the Job Assessment Tool (JAT)and job analysis was conducted with the results in order to create a classification plan. A salary survey was issued to local and regional employers to assess competitiveness. Based on the classification and compensation findings, a new pay plan as well as policies and procedures were recommended to the County. Evergreen Solutions helped the County attain their goal of maintaining a sound process providing a classification and pay structure that is fair, equitable,and systematic with a compensation plan comparable with other governmental jurisdictions and the private sector. In addition, Evergreen reviewed the performance management system in place within the County, and provided recommendations for improvement. 4, Compensation and Classification Study Services Monroe County, Florida Evergreen was retained by Monroe County to conduct a Compensation and Classification Study for 265 non-union employees in 178 classifications as well as 124 union employees in 46 classifications who are represented by the Teamsters bargaining unit. Employees participated in focus groups, interviews, and a job analysis to determine the best classifications for the work performed. Evergreen's consultants compared the County's positions to other similar positions within other County departments to determine the relative value of each position to every other position in the County. Comparisons were made with regard to the actual work being performed and based on the current job description. In addition, positions were compared to other similar positions in other private and public sector organizations throughout the Florida Keys and South Florida. Characteristics such as size of the organization, geographic proximity, economic and budget characteristics, and other appropriate demographic data were taken into consideration when making comparisons. Evergreen's consultants also analyzed pay ranges in the public and private sector to determine the appropriate pay and benefit levels for all included jobs. 4 Evergreen Solutions,LLC Page F-18 Recommendations were provided to improve fairness and equity of all ' jobs within the County. Select County staff were provided the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total classification and compensation system could be accomplished. 4 Classification and Compensation Study City of Southlake,Texas Evergreen Solutions was retained by the City of Southlake to conduct compensation and classification study of its employees. Employees participated in focus groups, interviews, and job analysis to determine the best classifications for the work performed. Classifications were reviewed, as needed, and FLSA determinations were made. Evergreen consultants analyzed pay ranges in the public and private sector to determine the appropriate pay levels for all included jobs. Recommendations were provided to improve the fairness and equity for jobs within the City. Evergreen also assessed the City's organizational needs, direction and capabilities as they pertained to pay for performance management. Interviews were conducted with department heads and/or senior management to gain insight on the desired system's characteristics and the work performed. Various options were reviewed to connect performance pay with other pay increase mechanisms in the budget process. In the end, Evergreen made recommendations to the City for a new pay for performance system and provided the City with a new vision for what performance management should be at the City. In addition, Evergreen provided City staff with the necessary training and materials so that an understanding of the methodology and how to implement, administer, and maintain the recommended total compensation and performance management system was accomplished. 4 Compensation Study City of Carlsbad, New Mexico Evergreen Solutions was retained by the City of Carlsbad to conduct a Compensation Study. The study included evaluating 50 administrative positions and three elected official positions as benchmarks against the private and public labor market in the State of New Mexico, and making recommendations to improve competitiveness in alignment with the City's strategic goals. Evergreen's recommendations improved the competitiveness of the City and help prepare it for future recruitment challenges. 4 Evergreen Solutions,LLC Page F-19 F.3 I As required in the Request for Proposal, we have provided five references References . that we feel demonstrate the breadth and quality of the work our team has performed as they relate to the services being requested by the City of Tybee Island. We invite you to contact our client references as to the quality and timeliness of our consulting projects. Employee Classification and Compensation Study City of Savannah,Georgia Contact Information: Ms. Beth Robinson, Human Resources Director City of Savannah City Hail 2 East Bay Street Savannah, Georgia 31401 (912) 651-6484 BRobinson @Savannahga.Gov *4 Classification and Compensation Study Town of Hilton Head,South Carolina Contact Information: Ms. Nancy Gason, Director of Human Resources Town of Hilton Head Island One Town Center Court Hilton Head Island,South Carolina 29928 (843) 341-4621 nancyg @hilton headislandsc.gov 4 Classification and Compensation Study and Analysis City of Douglasville, Georgia Contact Information: Mr. Frederick Perry, Human Resources Director City of Douglasville 6695 Church Street Douglasville, Georgia 30134 (941) 954-4134 perryf @douglasvillega.gov 44' Salary Parity Study/Structural and Compensation Systems Study Charleston County,South Carolina Contact Information: Mr. Fagan Stackhouse, Human Resource Director Charleston County 4045 Bridge View Drive North Charleston,South Carolina 29405 (843)958-4710) FStackhouse @charlestoncountv.org 4 Evergreen Solutions,LW Page F-2o Compensation Analysis City of Alpharetta,Georgia Contact Information: Mr.James Drinkard,Assistant City Administrator City of Alpharetta Two South Main Street Alpharetta, Georgia 30009 (678) 297-6000 jdrinkard @alpharetta.ga.us Evergreen Solutions,LLC Page F-21 Section G Cost of Services 4 Evergreen Solutions,LLC G. Cost of Services Evergreen Solutions, LW is pleased to present our proposed cost to conduct a Comprehensive Compensation and Classification Study for the City of Tybee Island. Evergreen is committed to providing the highest quality consulting services to our client partners for a reasonable price. Evergreen is fortunate that our overhead is minimal and our expenses are reasonable so we can pass that cost savings on to our clients. Our total, not-to-exceed,fixed cost to complete all tasks identified in our detailed work plan in Section B of our proposal is$35,550. Our cost is all inclusive, and includes travel costs (meals and lodging), transportation,fringe benefits, indirect costs (overhead), clerical support,and all other out-of-pocket expenses. This cost includes three separate trips to the City of Tybee Island for purposes of completing the requested work. Our cost includes a ten percent discount because we are conducting, or have conducted in the past six months,salary surveys of comparable jurisdictions/positions,the data from which can be I shared rather than independently gathered. The following is our preferred invoicing schedule: • 25%-upon completion of Task 1 of the detailed work plan • 25%-upon completion of Tasks 2 - 5 of the detailed work plan • 25%- upon completion of Tasks 6 8 of the detailed work plan s 25%- upon completion of Tasks 9 - 12 of the detailed work plan Note:Any additional work needed outside of the scope of work would be billed at an hourly rate of$150 per hour. Our cost is valid for 90 days upon receipt of proposal. We are willing to negotiate the time,scope,and cost of the basic tasks,or any other options that the City of Tybee Island wishes to identify. Evergreen Solutions federal employer identification number is 20-1833438. 4 Evergreen Solutions,LLC Page Gt Section N. Other 4 Evergreen Solutions,LLC 7- Other Evergreen Solutions offers the following additional human resource services to our local government clients. Should the City of Tybee Island desire any of these additional services, Evergreen would be pleased to provide the City with a work plan and a cost to perform the requested work. • Benefits Surveys • Staffing Studies • Workload Analyses • Strategic Planning • Human Resource Audits • Performance Evaluation Studies • Recruitment and Retention Studies Race and Gender Equity Studies Evergreen Solutions,LLC Page H-i Section I Required Forms Evergreen Solutions,LLC I. Required.Forms As required in the Request for Proposal (RFP), we have attached the following forms: • W-9 Form • Affidavit Verifying Status for City Public Benefit Application • Contractor Affidavit under O.C.G.A. 4 Evergreen Solutions,LLC Page I-i Fonn -9 Request for Taxpayer Give form to the (Rev.October 2004) identification Number and Certification requester.Do not Deperinant of the Treasury send to the IRS. Internal Revenue service ,i Name(as reported on your income tax return) EV rce_tn cz) 0113115/ Ui e. Business nar04 if different from above 0 0 set a o Individual/ Exempt from backup fu Check appropriate box: ❑ Sole proprietor ❑ Corporation Partnership ❑ Other► ❑withholding G ` Address mnisubowtreet,and apt.or suite no,), Requester's name and address(optional) Ci ,it,r.stat e,and ZIP code lQ4tallei- e,..) byte. 32308 m List account number(s)here(opt�bnal ) t: Part I Taxpayer Identification Number(TIN) Enter your TIN in the appropriate box.The TIN provided must match the name given on Line I to avoid Social seauxIity number backup withholding.For individuals,this is your social security number(SSN). 1-lowever,for a resident 1 1 7 I 't I I 1 alien,sole proprietor,or disregarded entity,see the Part I instructions on page 3,For other entities,it is your employer identification number(EIN).If you do not have a number,see How to get a TIN on page 3. or Note,If the account is in more than one name,see the chart on page 4 for guidelines on whose number Employer identitioatton nuTb to enter. I. 11 1 513141 Part 11 Certification Under penalties of perjury,I certify that 1, The number shown on this form is my correct taxpayer identification number(or l am waiting for a number to be issued to me),and 2. 1 am not subject to backup withholding because:(a)I am exempt from backup withholding,or(b)I have not been notified by the Internal Revenue Service(IRS)that I am subject to backup withholding as a result of a failure to report all interest or dividends,or(c)the IRS has notified me that I am no longer subject to backup withholding,and 3. I am a U.S.person(including a U.S.resident alien). Certification instructions.You must cross out item 2 above' • -. - -:-• otified by the IRS that you are currently subject to backup withholding because you have failed to report all -s and dividends on y...r tax return.For real estate transactions,item 2 does not apply. For mortgage interest paid,acquisition or torment of secured proper ,cancellation of debt •ntributions to an individual retirement arrangement(IRA),and generally,pe,r• -nts other than interest and divi• ds,you are not -.• t to sign the Certification,but you must provide your correct TIN.(See t - structions on page 4) Sign signature of (z)Here u.s.person D . City of Tybee . and, PO Box 2749, Tyb- sland, GA 31328 '12-786-4573 I (fax) 91 "- 86-9465 4Wh. +d is/services fd ,you provide to City Tybee Is�Jl�an�d�� ��� l,lAk , e, "0(11W-C__ l alb i e yy 1 1 To whom shall we direct the Purchase Order? Sales Contact Phone# RTh) 3 �'' Cid Email: cons L QJ?,5,(QQG?r,,,, Fax# ( 'sz ) 38 D --II 1 Location: 2g1 Pve e.(rl 6 )�� 1,- Q ' ' 3Z3Dg Tm shall we direct 1 a Ym ent? / AIR Contact: - ) Email: Ke,1,1/e .s A )r-6P,i4 r cf111✓` Phone#(bSb)7 gal 11 Fax# ( 0) -5gj `I 1 1 Remittance Address: SMIV1i- - PC I)e— Our terms are Net 30. t/` • ,- ,) Affidavit Verifying Status Fyn ! for City Public Benefit Application By executing this affidavit under oath,as an applicant for a City of Tybee Island,Georgia,Business License or Occupation Tax Certificate, Alcohol License,Taxi Permit, Contract, or other public benefit as referenced in O.C.G.A. Section 50-36-1, I am stating the following with respect to my application of a City of Tybee Island: • Business License or Occupational Tax Certificate, • Alcohol License, (circle all that apply) • Taxi Permit, •KC ontras • Other public benefit for -C(, 3-k (printed name of natural person applying on behalf of individual, business, rporation,partnership, or other private entity). 1) / I am a United States citizen. OR 2) I am a legal permanent resident 18 years of age or older or I am an otherwise qualified alien or non- immigrant under the Federal Immigration and Nationality Act, 18 years of age or older and lawfully present in the United States. * In making the above representation under oath, I understand that •.- + person w,' knowingly and willfully makes a false, fictitious, or fraudulent statement or representation in an affi+. it shall be guilt of a vio . on o ode Section 16-10-20 of the Official Code of Georgia. Ad . , Sign.ture/•'Appli D. ' Di tff . Printed Name *Alien Registration Number for Non-citizens SUB . ' J:ED ANDS Ai. BEFORE ME ON T I THE A DAY OF ' J j 4 A ,20 1 tt�Y JACQUELINE BARNES ' ' ° NOTARY PUBLIC Notary PubliL .tom, .., ;- 1,, � -� 0- STATE OF FLORIDA f I ' Commit EE118658 My Commissio Expire 1 /c Z / .r— 's ill� Exp irea 10/2312015 Note: O.C.G.A. sr 50-36-1(e)(2) requires that aliens under the federal Immigration and Nationality Act, Title 8 U.S.C., as amended,provide their alien registration number. Because legal permanent residents are included in the federal definition of"alien", legal permanent residents must also provide their alien registration number. Qualified aliens that do not have an alien registration number may supply another identifying number below: Contractor Affidavit under O.C.G.A. § 13-10-91(b)(1) By executing this affidavit, the undersigned contractor verifies its compliance with O.C.G.A. § 13-10-91, stating affirmatively that the individual, firm or corporation which is engaged in the physical performance of services on behalf of(name of public employer)has registered with, is authorized to use and uses the federal work authorization program commonly known as E-Verify, or any subsequent replacement program, in accordance with the applicable provisions and deadlines established in O.C.G.A. § 13-10-91. Furthermore, the undersigned contractor will continue to use the federal work authorization program throughout the contract period and the undersigned contractor will contract for the physical performance of services in satisfaction of such contract only with subcontractors who present an affidavit to the contractor with the information required by O.C.G.A. § 13-10-91(b). Contractor hereby attests that its federal work authorization user identification number .3dptc of thorization are as follows: 14 1 05-1 Fe al_ or kDAuthorization User Identification Number(E-verify S.A.V.E #) Date of A thorizatio e of Contractor r V SI,J-C t -elms -�"tOl&jc)61 -a. dr� True ofoPots 4 Name df Public•Employer ti I hereby declare under penalty of perjury that the foregoing is true and correct. Exec -. on 14:11D-1, 201(in ci 4 (state). Signature of) • • e..11' er • - _- fir.".: , �`. ,, E.V -RYA 6 ink Printed Name and Title of Aut• .rized Officer or Agent S. :SCRIBED A D SWORN BEF e ' E ME ! HIS THE ` . - DAY OF 1,/ g i ,201 . L`!._ . .' 0A ije1.li I�A�AIE� OTAR 'UBLIC UBLIC -r'� �i �loTAR`�1 FLORIDA STATE OF FLOR 1� t '4-Corn EEI18658 My Com ission Expires: /J'�J C�j ~�1 .;� Expires 1 oi2312Q15 Appendix : Detailed Resumes 4 Evergreen Solutions,LLC Dr. Jeffrey Ling Project Principal Evergreen Solutions, LLC Dr. Ling's experience includes human resources,strategic planning, research methodology, and change management. Dr. Ling has taught courses addressing human resources, research methodology,statistical analysis, and political economy at various universities. Similarly, he has planned, organized, and managed studies on human resources assessment, and government efficiency. Each of these studies dealt with summarizing major alternatives for decision makers and providing viable recommendations. Education Ph.D., Political Science, Florida State University, 1996 M.S., Political Science, Florida State University, 1993 B.A., Political Science, University of Tampa, 1990 Professional Evergreen Solutions, LLC, Executive Vice President,August 2005 and Business present History MGT of America, Inc., Partner, May 2004-July 2005; Principal, September 2000-April 2004; Senior Associate, November 1999- September 2000; Senior Consultant,April 1999-November 1999; Consultant, 1998-1999;Senior Analyst, May 1998-November 1998 The College of Wooster, Assistant Professor, 1997-1998 Iowa State University, Visiting Scholar, 1995-1997 Florida State University, Research Assistant, 1992-1995 Stinger Systems, Market Analyst, 1990-1992 Selected Local Government and Public Sector Experience Relevant Project Principal of a Compensation and Benefits Survey for Forsyth Project County, Georgia Experience Project Principal or a Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, Georgia Project Principal of a Compensation Analysis for the City of Alpharetta, Georgia Project Principal of an Employee Classification and Compensation Study for the City of Savannah, Georgia Dr.Jeffrey Ling Page 1 Project Principal of a Classification and Compensation Study and Analysis for the City of Douglasville, Georgia Project Principal of a Compensation and Benefits Study and Analysis for the City of Dahlonega, Georgia Project Principal of Pay for Performance Appraisal Consultant Services Project for the City of Riverdale, Georgia Project Principal of a Classification and Compensation Study for the City of Kingsland, Georgia Project Principal of a Pay and Classification Study for Gulf County, Florida Project Principal of a Classification and Compensation Study for the City of Sunny Isles Beach, Florida Project Director of Compensation Study for the City of Winter Park, Florida Project Principal of a Classification and Compensation Study for the City of Sebring, Florida Project Director of a Compensation and Classification Analysis for the City of Pinecrest, Florida Project Principal of an Executive Compensation Study for the Health Care District of Palm Beach County, Florida Project Director of a Market Salary Survey for the Solid Waste Authority of Palm Beach County, Florida Project Director of a Critical Classification Analysis and an Executive Compensation Analysis for the Health Care District of Palm Beach County, Florida Project Principal of a Compensation Study for the Manatee County Sheriff's Office, Florida Project Principal of Compensation and Classification Systems Consulting Services for the Collier County Sheriff's Office, Florida for the Collier County Sheriff's Office, Florida Project Principal of a Classification and Compensation Study and Merit Pay System Development for Keys Energy Services, Florida Project Director of a Salary Analysis for Manatee County Utility, Florida Project Principal of a Performance Management Study for the Palm Beach County Clerk and Comptroller's Office, Florida Dr.Jeffrey Ling Page 2 Project Principal of a Salary, Benefit and Position Reclassification Study for the City of Kissimmee, Florida Project Principal of a Salary and Benefits Study for the City of Ocala, Florida Project Principal of a Salary, Benefit and Position Reclassification Study for the City of St. Cloud, Florida Project Principal of a Compensation and Classification Study for the City of Bunnell, Florida Project Principal of a Compensation Study for the City of Bushnell, Florida Project Principal of an Executive Compensation Study for the Palm Beach County Health Care District, Florida Project Principal of a Human Resources Performance Review for the City of Cape Coral, Florida Project Principal of a Compensation and Classification Study for the City of Deltona, Florida Project Principal of a Performance Improvement Training and Study for the City of Destin, Florida Project Director of a Comprehensive Compensation and Classification Study for the City of Panama City, Florida Project Principal of a Pay and Classification Study for the City of Fort Walton Beach, Florida Project Principal of a Classification, Compensation, and Staffing Study for the City of Lake City, Florida Project Director of a Comprehensive Compensation and Benefits Analysis for the City of Bartow, Florida Project Principal of a Compensation Survey for the City of Tamarac, Florida Project Principal of a Compensation and Classification Study for the City of Delray Beach, Florida Project Principal of a Compensation Study for the City of Key West, Florida Project Principal of a Salary Survey for the City of Kissimmee, Florida Project Principal of a Compensation Study for the Town of Juno Beach, Florida Dr.Jeffrey Ling Page 3 Project Director of a Job Analysis and Description Development for the Town of Palm Beach, Florida Project Director of a Classification, Compensation, and Benefits Study for the City of Palm Beach Gardens, Florida Project Director of a Compensation Study for the City of Hollywood, Florida Project Principal of a Classification and Compensation Study for the City of Sarasota, Florida Project Principal of a Compensation Study for Sarasota County, Florida Project Principal of a Staffing, Compensation and Classification Study for the Town of Ponce Inlet, Florida Project Principal of a Classification, Compensation, and Benefits Study for the Town of Jupiter, Florida Project Principal of a Classification and Compensation Study for the Town of Cutler Bay, Florida Project Principal of a Classification and Compensation Study for the Village of Islamorada, Florida Project Principal of a Compensation, Classification,and Value Engineering Analysis for City of Doral, Florida Project Principal of a Police Force Compensation and Benefits Study for the City of Doral, Florida Project Principal of a Compensation and Classification Study for the City of Cocoa, Florida Project Principal of a Classification and Compensation Study for the Health Care District of Palm Beach County, Florida Project Principal of an Organizational Review for the Health Care District of Palm Beach County, Florida Project Principal of a Strategic Planning Study for the Health Care District of Palm Beach County, Florida Project Principal of a Merit Based Performance Management System for the Health Care District of Palm Beach County, Florida Project Principal of an Employee Engagement Study for the Health Care District of Palm Beach County, Florida Project Principal of a Compensation Study for Glades General Hospital, Florida Dr.Jeffrey Ling Page 4 Project Principal of a Compensation Market Analysis for the St.Johns River Water Management District, Florida Project Principal of a Total Compensation Study for the Southwest Florida Water Management District Project Principal of a Salary, Benefit and Position Reclassification Study for the Toho Water Authority, Florida Project Principal of a Pay and Classification Study for Tampa Bay Water, Florida Project Principal of a Position and Compensation Study for the Florida Keys Aqueduct Authority Project Principal of a Software Training Services for Seminole County, Florida Project Principal of a Compensation and Classification Study for Seminole County, Florida Project Principal of a Compensation and Benefits Study for Seminole County, Florida Project Principal of a Performance Management Study for Seminole County, Florida Project Principal of a Compensation and Classification Study for Gadsden County, Florida Project Principal of Compensation and Classification Study Services for Monroe County, Florida Project Principal of a Market Salary Survey for Charlotte County, Florida Project Principal of a Comprehensive Classification and Compensation Study for Bay County, Florida Project Principal of a Classification and Performance Management System Review for Citrus County, Florida Project Director of Management Consulting Services for Osceola County, Florida Project Principal of a Compensation Study for Osceola County, Florida Project Principal of a Compensation Survey for Miami-Dade County, Florida Project Principal of an Employee Total Compensation Study for the Loxahatchee River District, Florida Dr.Jeffrey Ling Page 5 Project Principal of a Benefits Study for the Lakewood Ranch Inter- District Authority, Florida Project Principal of a Compensation and Classification Study for the Orlando-Orange County Expressway Authority, Florida Project Principal of an Emergency Management Operations Survey for the City of Orlando, Florida Project Principal of a Comprehensive Employee Study for the Ft. Pierce Housing Authority, Florida Project Principal of a Classification and Compensation Study for the Tampa Housing Authority, Florida Project Director of a Compensation Trends Survey and Benefits Survey for the Tampa Bay Water Authority, Florida Project Principal of a Compensation Study for the Hillsborough Area Transit Authority, Florida Project Principal of a Market Salary Survey for the Peace River Manasota Regional Water Supply Authority, Florida Project Director of a Markey Salary Study Update for Manatee County, Florida Project Principal of a Comprehensive Classification and Compensation Study(IT positions)for Manatee County, Florida Project Principal of a Compensation, Classification and Performance Management Study for Manatee County, Florida Project Principal of a Compensation Study and Pay for Performance System for Clay County Sheriff's Office, Florida Project Principal of a Compensation and Classification Study for the Alachua County Sheriff's Office, Florida Project Principal of a Compensation and Classification Study for the Martin County Sheriff's Office, Florida Project Principal of a Salary Survey for Pasco County Sheriff's Office, Florida Project Principal of a Salary Survey for the Marion County Sheriff's Office, Florida Project Principal of a Compensation Study for the Nassau County Sheriff's Office, Florida Dr_Jeffrey Ling Page 6 Project Principal of a Human Resource Audit for the Okaloosa County Sheriff's Office, Florida Project Principal of a Compensation and Classification Study for WorkNet Pinellas, Florida Project Principal of a Compensation and Classification Study for the City of Fairhope, Alabama Project Principal of a Compensation Study for the Alabama League of Cities Project Principal of a Compensation, Classification, and Benefits Study for Denton County, Texas Project Principal of a Compensation and Classification Study for the Denton County Fresh Water Supply District,Texas Project Principal of a Law Enforcement Compensation Study for Travis County, Texas Project Principal of a Study to Assess and Improve the Information Technology Career Ladder for Travis County, Texas Project Principal of a Compensation Market Review and Classification Study for the City of Austin, Texas Project Principal of a Human Resources Management Study for the City of Sunset Valley,Texas Project Principal of a Compensation Study for the City of Southlake, Texas Project Principal of a Classification and Compensation Study for the City of Seguin, Texas Project Principal of a Comprehensive Compensation and Benefits Study for the City of Sachse, Texas Project Principal of a Comprehensive Compensation and Benefits Study for the City of Rowlett, Texas Project Principal of a Job Evaluation and Classification Study for the City of Frisco,Texas Project Principal of a Classification and Compensation Study for the City of Pflugerville,Texas Project Principal of a Pay for Performance Study and Salary Survey for the City of Mont Belvieu, Texas Dr.Jeffrey Ling Page 7 Project Director of a Compensation and Classification Study for the Town of Little Elm,Texas Project Principal of a Staffing and Efficiency Study for the Brazos River Authority, Texas Project Principal of a Compensation and Classification Study for the Brazos River Authority,Texas Project Principal of a Salary and Benefits Survey for Bexar Metropolitan Water District,Texas Project Principal of a Classification and Compensation Study and Performance Evaluation System for the City of Santa Fe, New Mexico Project Principal of a Compensation Study for the City of Carlsbad, New Mexico Project Principal of a Compensation Study for the Town of Sahuarita, Arizona Project Principal of a Compensation Analysis for Pinal County,Arizona Project Principal of an Employee Satisfaction Survey for the Town of Gilbert,Arizona Team Leader of a Disparity Study for Pima County and the City of Tucson, Arizona Project Principal of a Comprehensive Management Review for the City of Fountain, Colorado Project Principal of a Strategic Planning Study for the City of Fountain, Colorado Project Principal of a Classification, Compensation,and Benefits Survey for Kent County Levy Court, Delaware Project Principal of a Classification Desk Audit for the Tri-County Council for Southern Maryland Project Director of a Classification and Compensation Study for the City of Gaithersburg, Maryland Project Director of a Pay and Classification Study for the City of Salisbury, Maryland Project Director of a Classification and Compensation Study for Gloucester County, Virginia Project Principal of a Classification and Compensation Study for the City of Rockville, Maryland Dr.Jeffrey Ling Page 8 Project Principal of a Comprehensive Compensation Study for Allegany County, Maryland Project Director of a Classification and Compensation Study for Montgomery County,Virginia Project Principal of a Classification and Compensation Study for the City of Suffolk, Virginia Project Principal for a Compensation and Classification Study for Southeastern Public Service Authority, Virginia Project Principal of a Job Analysis and Salary Evaluation of Sheriff's Office Positions for the City of Newport News,Virginia Project Director of a Classification and Compensation Study for the County of Culpeper,Virginia Project Principal of a Classification and Compensation Study for Essex County, Virginia Project Principal of a Pay and Classification Study for the Isle of Wight County, Virginia Project Director of a Classification and Compensation Study for the Town of Blacksburg, Virginia Project Principal of a Salary Market Study and Personnel Systems Study for Virginia's Region 2000 Local Government Council Project Principal of a Salary Comparability Study and Assessment of Pay- for-Performance Systems for the Housing Authority of the City of Winston-Salem, North Carolina Project Director of a Classification and Compensation Study and Benefits Survey for New Hanover County and New Hanover ABC Board, North Carolina Assistant Project Director of an Operational Review for the Duplin County Board of County Commissioners, North Carolina Project Director of a Classification, Compensation, Benefits, and Performance Evaluation Study for the County of Brunswick, North Carolina Project Consultant of a Performance Audit of Lee County Government, North Carolina Assistant Project Director of a Performance Audit for the County of Davie, North Carolina Project Director of a Salary Equity Study for Guilford County, North Carolina Dr.Jeffrey Ling Page 9 Project Principal of Classification and Compensation Study and Benefit Survey for Cape Fear Public Utility Authority, North Carolina Project Principal of a Compensation and Classification Study for the City of Wilmington Housing Authority, North Carolina Project Principal of a Classification and Compensation Study for the Richland Library, South Carolina Project Director of a Compensation Study for the City of Chester, South Carolina Project Director of a Classification and Compensation Study for the City of Lancaster,South Carolina Project Principal of a Comprehensive Classification, Compensation, Performance Management, and Benefits Study for the City of Columbia, South Carolina Project Principal of a Wage and Compensation Study for the Town of Mount Pleasant, South Carolina Project Principal of a Compensation, Classification, and Performance Appraisal Study for the Spartanburg Housing Authority,South Carolina Project Principal of a Parity Study for Charleston County,South Carolina Project Director of a Structural and Compensation Systems Study for Charleston County, South Carolina Project Principal of a Classification and Compensation Study for the Town of Hilton Head Island, South Carolina Project Principal of a Compensation and Classification Study for Charleston County Park and Recreation Commission,South Carolina Project Principal of a Compensation and Classification Study for City of Mauldin, South Carolina Project Principal of a Wage and Compensation Study for the Town of Mount Pleasant, South Carolina Project Principal of a Compensation and Classification Study for Charleston County Park and Recreation Commission,South Carolina Project Director of a Classification and Compensation Study for the Municipal Association of South Carolina Project Consultant of a Classification and Compensation Study for the Berkeley-Charleston-Dorchester Council of Governments,South Carolina Project Principal of a Salary Study and Position Descriptions for the Mississippi Regional Housing Authority, No.VII Dr.Jeffrey Ling Page 10 Project Director of the Development and Monitoring of an Affirmative Action Plan for the District of Columbia Water and Sewer Authority Project Principal of a Departmental Job Analysis, Classification, and Efficiency Study for Town of Colchester,Vermont Project Principal of a Compensation Study for the Chittenden County Regional Planning Commission,Vermont Project Director for Community Visioning and Strategic Planning for the Town of Colchester,Vermont Project Principal of a Classification and Compensation Study for Rhode Island Housing Project Principal of a Comprehensive Study of Positions within Pittsburgh City Government for the City of Pittsburgh, Pennsylvania Project Principal of a Gender and Race Equity Audit for the County of Allegheny, Pennsylvania Project Director of a Classification and Compensation Study for Sedgwick County, Kansas Project Principal of a Compensation and Classification Study for Jefferson County, Missouri Project Principal of a Compensation Study for the City of Lee's Summit, Missouri Project Principal of a Compensation and Classification Study for the City of Branson, Missouri Project Principal of an Employee Satisfaction Survey for the City of Columbia, Missouri Project Principal of a Performance Appraisal System for the City of Columbia, Missouri Project Principal of a Job Analysis Study of Public Safety Positions for the City of Kalamazoo, Michigan Project Principal of a Salary Comparability Study for the Springfield Housing Authority, Illinois Project Director of a Comprehensive Non-Union Pay and Classification Study for the City of Evanston, Illinois Project Director of a Wage, Salary, and Comparability Study for the Peoria Housing Authority, Illinois Project Principal of an Employee Classification and Compensation Study,Job Description Appraisals,and Update of Compensation Plan for the Lorain Metropolitan Housing Authority, Ohio Dr.Jeffrey Ling Page 11 Project Principal of a Market Salary Survey for the Lorain Metropolitan Housing Authority, Ohio Project Principal of a Compensation and Classification Study for the Central Ohio Transit Authority Project Principal of an Employee Classification and Compensation Study for Blount County, Tennessee Project Principal of a Salary Study for Davidson Metropolitan Transit Authority,Tennessee Project Principal of a Compensation Salary Study Review for Davidson Transit Organization,Tennessee Project Principal of a Consulting Services for a Job Evaluation/Wage Survey Analysis for the Fort Wayne-Allen Count Airport Authority, Indiana Education Experience Project Principal for a Compensation and Classification Study for Douglas County School System, Georgia Project Principal of a Compensation and Classification Study for Atlanta Public Schools, Georgia Project Principal of a Superintendent Salary Review for Atlanta Public Schools, Georgia Project Principal of a Salary Study for Atlanta Metropolitan College, Georgia Project Principal of a Compensation and Classification Study for Sumter County Schools, Georgia Project Principal of a Compensation Study for Florida Virtual School Project Principal of a Compensation and Classification Study for Edison State College, Florida Project Principal of a Compensation and Classification Study for Palm Beach State College, Florida Project Principal of a Performance Management Study for Seminole State College, Florida Project Principal of Compensation Consulting Services for the State College of Florida - Sarasota-Manatee Team Leader of Information Technology Supplemental Staffing Services for Hillsborough County Public Schools, Florida Dr.Jeffrey Ling Page 12 Project Principal of a Compensation and Classification Study for Brevard County Schools, Florida Project Principal of a Position Classification Study of St. Lucie County Schools, Florida Team Leader for the Human Resources Review of an Administrative Study of the Monroe County School District, Florida Project Director for a Compensation and Classification Study for Tuscaloosa City Schools,Alabama Project Director of a Classification and Compensation Study for the Lone Star College System,Texas Project Principal of a Job Classification and Compensation Study for El Paso Community College District, Texas Project Principal of a Salary Study for Sul Ross State University,Texas Project Director of a Compensation and Classification Study for the Tarrant County College District,Texas Project Principal of a Non-Faculty Compensation Review for Austin Community College,Texas Project Principal of a Compensation Study for South Texas College Project Director of Classification and Compensation Advisory Services for Maricopa County Community College District, Arizona Project Principal of a Job Audit Services Study for Gadsden Independent School District, New Mexico Project Principal of a Human Resources Pay and Classification Study for Albuquerque Public Schools, New Mexico Project Director for a Compensation Study for the New Mexico Military Institute Project Director of a Compensation Review for Clark College, Washington Team Leader for the Human Resources component of a Comprehensive Management Study and a Strategic Planning Study for the Los Angeles Unified School District, California Project Principal of a Job Classification and Compensation Study for Chesapeake College, Maryland Project Principal of a Position Description Review and Salary Comparison Analysis for Purchase College,State University of New York Dr.Jeffrey Ling Page 13 Project Principal of a Market Salary Survey for Missouri Western State University, Missouri Project Principal of a Classification and Compensation Plan for Non- Faculty Positions and Non-Exempt Positions for Missouri Southern State University, Missouri Project Director of an Employee Classification and Compensation Study for McHenry County College, Illinois Project Director of a Performance Management Study for Morehead State University, Kentucky Project Director of an Employee Classification and Compensation Analysis for Manassas City Public Schools,Virginia Project Principal of a Compensation Study for the York County School Division,Virginia Project Principal of a Classification and Compensation Study for Culpeper County Public Schools, Virginia Project Director of a Salary Scale Study for Loudoun County Public Schools,Virginia Project Principal of a Classification and Compensation Study for Williamsburg-James City County Public Schools, Virginia Project Principal of a Compensation Study for Montgomery County Public Schools,Virginia Project Principal of a Classification and Compensation Study for Clarke County Public Schools,Virginia Project Principal of a Pay Plan Study for Salem City Schools, Virginia Project Principal of a Classification and Compensation Study for Lutheran Family Services of Virginia, Inc Project Director of a School Efficiency Review for the City of Martinsville Schools, Virginia Project Consultant of an Efficiency Review for Stafford County Public Schools,Virginia Project Principal of a Compensation and Classification Study for Suffolk Public Schools, Virginia Project Principal of a Classification and Compensation Plan Update for Suffolk Public Schools,Virginia Team Leader for Human Resources on School Efficiency Reviews for Covington City and Alleghany County Public School Divisions,Virginia Dr.Jeffrey Ling Page 14 Project Principal of a Classification and Compensation Study for Richland County School District One,South Carolina Project Principal of a Compensation and Staffing Study for Pickens County School District,South Carolina Assistant Project Director of a Financial Review of Davie County Public Schools, North Carolina Project Consultant of a Financial Review of Lee County Public Schools, North Carolina Assistant Project Director of a Classified Employment Study for Chapel Hill-Carrboro City Schools, North Carolina Project Director of a Compensation and Classification Study for Wake Technical Community College, North Carolina Project Consultant of a School District Operations and Staffing Study for Needham Public Schools, Massachusetts Project Consultant of an Organizational, Effectiveness, and Efficiency Study for Manchester Public Schools, Connecticut Project Principal of a Compensation and Classification Study for the Liberty County School District No. 53, Missouri Team Leader for Technology in a Management Curriculum Audit of the Guam Public School System Team Leader for an Organizational and Operational Review of Philadelphia Public Schools, Pennsylvania Project Director of a Comprehensive Compensation, Classification, and Organization Design and Structure Study for Portland Public Schools, Maine State Government Experience Project Principal of a Comprehensive Human Resources Operations and Process Review Summary for the Nebraska Department of Health and Human Services Team Leader of an Evaluation of the Implementation of the Race to the Top Grant for the Florida Department of Education. Project Principal of a Business Case Analysis for the Florida Department of Veteran Affairs Project Principal of a Child Care Inspection Assessment for the Florida Department of Children and Families Dr.Jeffrey Ling Page 15 Project Principal of an Affirmative Action Planning Project for the Department of Management Services, Florida Project Principal of an Information Technology Change Management Study for the Florida Department of Business and Professional Regulation Project Principal of a Compensation and Classification Study for the Florida State Board of Administration, Florida Project Principal of a Human Resources Best Practices Study for the Florida Department of Management Services Project Principal of a Statewide Human Resources Strategic Plan project for the Florida Department of Management Services Team Leader of a Disparity Study for the State of Alaska Team Leader of a Disparity Study for the State of Montana Team Leader of a Disparity Study for the State of Colorado Other Experience Project Principal of a Human Resources Audit for the Association for Institutional Research Project Principal of an IT Strategic Plan for the Florida Association of Counties Project Principal of a Compensation Study for the Florida Association of Counties Project Principal of a Human Resources Consulting Services Study for the FACC Services Group, Florida Project Principal of a Rate Competitiveness Assessment Study for the Florida Association of Court Clerks (FACC) Project Principal of a Compensation and Classification Analysis for FACC Project Director of a Pay Plan Market Value Study for the Florida Board of Bar Examiners Project Principal of a Business Model Assessment for the Florida Institute of Certified Public Accountants, Florida Project Principal of the Collection and Analysis of Market Data for the Confidential Office Personnel Association Dr.Jeffrey Ling Page 16 Project Principal of a Compensation and Classification Study for the Florida League of Cities Project Principal of a Compensation Study for the Florida League of Cities Project Principal of an Organizational Review for Florida Prepaid College Fund Project Principal of a Compensation Study for the Florida Association of Counties Project Principal or a Compensation and Classification Study for Community Action Stops Abuse (CASA), a non-profit organization dealing with domestic violence issues Project Principal of a Pay, Compensation, and Classification Study for Community Action Stops Abuse, Florida Employee Training to the City of Tallahassee, Florida for Doing More with Less, Emotional Intelligence, and Goal Setting Employee Training for the City of Destin, Florida for How to Conduct an Environmental Scan and Strategic Planning Facilitation Presentations American Political Science Association International Personnel Management Association Florida State Personnel Association Florida Professional Association for Human Resources Florida Public Human Resources Association, Inc National Association of State Personnel Executives Florida Government Technology Conference Florida Government Information Services Association Georgia Board of Health Conference National Association of Workforce Boards Kansas Public Personnel Conference Texas County Leadership Institute Workforce Planning for the 21st Century Dr.Jeffrey Ling Page 17 Nancy B. Berkley, SPHR Project Director Evergreen Solutions, LLC Ms. Berkley has 30 years HR experience demonstrating knowledge of multiple human resources (HR) disciplines including, recruiting and staffing, workforce planning and retention, on-boarding, compensation and benefits, employee and labor relations, employee leave administration, voluntary and in-voluntary employee separations, performance management, employee surveys, organizational design and development, organization effectiveness, employee learning,training, and development, employee records administration and retention, and awards and recognition programs. She has consistently enhanced organizational capability by integrating HR with strategic business planning, development and assessment. She has provided individualized executive coaching and led HR team development and high performance teams. She has led corporate change initiatives and built talent-rich organizations by strengthening people and integrating processes and has directed human resources in high-volume,transactional service organizations and high-level, consulting organizations. She has excellent conflict resolution, negotiation, and influencing skills. Education Bachelor's Degree in Psychology, Florida State University Certifications/ SPHR (1997); Member, Society of Human Resources Management Memberships Professional Manager, Evergreen Solutions,Tallahassee, FL,January 2013 to and Business Present History Project Director of a Compensation Analysis for the City of Alpharetta, Georgia Project Director of a Classification and Compensation Study and Analysis for the City of Douglasville, Georgia Project Director of an Employee Classification and Compensation Study for the City of Savannah, Georgia Project Director of a Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, Georgia Project Director of a Compensation and Benefits Survey for Forsyth County, Georgia Project Director of a Position and Compensation Study for the Florida Keys Aqueduct Authority Ms. Nancy B. Berkley, SPHR Page 1 Project Consultant of a Salary Survey for the City of Dania Beach, Florida Project Director of a Classification, Compensation, and Benefits Study for the Town of Jupiter, Florida Project Director of a Classification and Compensation Study for the Town of Cutler Bay, Florida Assistant Project Director of a Comprehensive Compensation and Classification Study for the City of Panama City, Florida Project Director of a Comprehensive Compensation and Classification Study for the City of Panama City Beach, Florida Project Director of a Compensation and Classification Study for the City of Cocoa, Florida Project Director of a Pay and Classification Study for the City of Fort Walton Beach, Florida Project Consultant for the Collection and Analysis of Market Data for the Confidential Office Personnel Association, Florida Assistant Project Director of a Compensation and Classification Study for Miami Shores Village, Florida Project Consultant for Compensation Consulting Services for the State College of FL - Sarasota-Manatee Assistant Project Director of a Pay Plan Market Value Study for the Florida Board of Bar Examiners Project Consultant of Human Resources Consulting Services for the Orange County Library System, Florida Project Director of a Compensation and Classification Study for Highlands County, Florida Project Consultant of a Compensation Study for the Village of North Palm Beach, Florida Assistant Project Director of a Compensation Study for the City of Hollywood, Florida Project Consultant of Compensation and Classification Study Services for Monroe County, Florida Project Consultant of a Classification and Compensation Study for the Lone Star College System, Texas Project Director of a Job Classification and Compensation Study for El Paso Community College District,Texas Ms. Nancy B. Berkley, SPHR Page 2 Project Consultant of a Compensation Study for South Texas College Project Consultant of a Non-Faculty Compensation Review for Austin Community College,Texas Assistant Project Director of a Classification and Compensation Study for the Town of Little Elm,Texas Project Director of a Comprehensive Compensation and Benefits Study for the City of Rowlett, Texas Project Director of a Classification and Compensation Study for the City of Pflugerville,Texas Project Consultant of Classification and Compensation Advisory Services for Maricopa County Community College District,Arizona Project Director of a Compensation Analysis for Pinal County,Arizona Project Consultant of a Classification and Compensation Study for the Town of Hilton Head Island,South Carolina Project Director of a Comprehensive Classification, Compensation, Performance Management, and Benefits Study for the City of Columbia, South Carolina Project Director of a Classification and Compensation Study for the Richland Library, South Carolina Project Director of a Classification and Compensation Study for the City of Rockville, Maryland Project Consultant of a Job Classification and Compensation Study for Chesapeake College, Maryland Project Director of a Pay and Classification Study for the Isle of Wight County, Virginia Project Consultant of a Classification and Compensation Study for Gloucester County, Virginia Project Director of a Classification and Compensation Study for Essex County, Virginia Project Consultant of a Compensation and Classification Study for Montgomery County,Virginia Project Consultant of a Salary Scale Study for Loudoun County Public Schools, Virginia Project Consultant of a Compensation Study for the York County School Division, Virginia Project Consultant of a Classification and Compensation Study for Culpeper County Public Schools,Virginia Ms. Nancy B. Berkley, SPHR Page 3 Project Consultant of a Classification and Compensation Study for the Town of Blacksburg, Virginia Project Consultant of a Salary Market Study and Personnel Systems Study for Virginia's Region 2000 Local Government Council Project Consultant of a Classified Employment Study for Chapel Hill- Carrboro City Schools, North Carolina Assistant Project Director of a Salary Equity Study for Guilford County, North Carolina Project Director of a Comprehensive Classification and Compensation Study for Durham County, North Carolina Project Consultant of a Classification and Compensation Study and Benefits Survey for New Hanover County and New Hanover ABC Board, North Carolina Project Consultant of a Performance Management Review for Morehead State University, Kentucky Project Consultant of a Classification and Compensation Study for Sedgwick County, Kansas Project Director of a Wage and Benefit Study for Ellis County, Kansas Project Director of a Compensation and Classification Study for the Central Ohio Transit Authority Project Consultant of a Comprehensive Non-Union Pay and Classification Study for the City of Evanston, Illinois Project Director of a Classification and Compensation Study for Blount County,Tennessee Assistant Project Director of a Compensation and Classification Study for Tuscaloosa City Schools,Alabama Project Consultant of a Comprehensive Compensation, Classification, and Organizational Design and Structure Study for Portland Public Schools, Maine Project Consultant of a Compensation and Classification Study for the Liberty County School District No. 53, Missouri HR Director, Children's Home Society of Florida,Tallahassee, FL, June 2010-February 2012 Directed all human resources field operations for a region in Florida while ensuring efficient delivery of human resources support to include new hire orientation, staffing, workforce management, performance management, associate relations, supervisory training, Ms. Nancy B. Berkley, SPHR Page 4 and executive coaching. Built strong relationships with executive leaders and local management to provide superior, business specific human resources support. Investigated complex employee relation issues and recommended positive resolutions,followed by zero employee actions taken outside the agency. Consultant& Healthcare Advocate, Health First Aging Institute, Merritt Island, FL, February 2009-May 2010 Developed strategy for corporate effort to increase resources for employee and community caregivers of the elderly; based on feedback from facilitated caregiver focus groups. Served as an advocate, managing health,financial, and legal matters on specific case-by-case basis for adults suffering from dementia. (Provided in- home, 24/7 care for elderly parents during this period.) District HR Manager,The Home Depot, Lake Wales, FL, February 2007 Aug 2008 Managed, administered, and provided day-to-day human resources services for a store. Influenced positive associate relations in a store that was experiencing low morale and numerous employee issues. Actively led strategies and modeled behavior to create an environment that rewarded and recognized individual and team success. Promoted to district manager for associate relations supporting eight-store district. Facilitated fair and consistent resolution of employee concerns across the district. Coached store leaders on effective staff management, motivation, and retention, and designed a district-wide process to improve associate attendance and engagement. Diversity Program Manager/Senior HR Business Partner, Rockwell Collins,Cedar Rapids, IA,Oct 2005-February 2007 Strategically partnered with engineering business leaders in providing advice and guidance on HR policies, administration, organization design, change management,and team development. Trusted to design specific approach to increase teamwork in high tech leader group. Selected as corporate Diversity Program Manager to plan diversity program strategy and educate management on Equal Employment Opportunity(EEO) and Affirmative Action Plan (AAP) plans, programs, and areas for improvement. Successfully developed EEO training program for leaders across the company. HR Senior Manager/Employee Involvement Program Manager,The Boeing Company, Kennedy Space Center, FL,July 1996-September 2005 Directed post-acquisition integration of human resources activities following McDonnell Douglas merger with Boeing. Selected to integrate six organization's human resources staff, policies, processes and practices. Recognized by senior leaders for forward thinking,flexible, integrated approach to developing teams of generalists and specialists responsible for staffing, on boarding, Ms. Nancy B. Berkley, SPHR Page 5 development, performance management,succession planning, and total compensation. Selected to utilize broadly defined employee involvement strategies to construct viable, business specific approach for Boeing employees at the Kennedy Space Center (-3000 employees.) Recognized by site leaders for facilitating a cultural shift to team-based program environment. Consulted with Boeing Leadership Center as a member of the corporate learning council. Managed various human resources and learning budgets of approximately$1M+. HR Senior Manager, McDonnell Douglas Corporation, Kennedy Space Center, FL, December 1980-July 1996 Progressed through increasingly responsible positions as human resources expert and business partner supporting business goals while managing teams, programs, and human resources information systems (HRIS.) Designed, implemented, and monitored the company's first job posting program. Procured and administered an applicant tracking system, and gained autonomous HRIS capability for unique business needs. Designed monitoring system for Affirmative Action Program (AAP)goal efforts. Created recruitment strategies that increased representation of women and minorities. Key • Designed and implemented a shared service, centralized virtual Achievements, staffing organization for statewide agency, increasing efficiency of staffing function for hiring managers. Responsibilities • Analyzed and responded to employee relation trends; positively influenced work environments reducing employee complaints by —90 percent. • Consulted with senior leaders and successfully led project teams to develop new policies, programs and tools; including total revision and communication of a company's HR policies and practices to be in accordance with state and federal laws. • Created HR metrics reviews utilizing business goals and human resources information systems data;set improvement goals and developed action plans for unique business requirements. • Designed succession and development plans for high tech engineering leaders, and multi-level business units; compiling all data for senior executive delivery and review. • Developed and implemented Employee Involvement(El) (Engagement) strategy; measured its success, and applied El tools with Lean manufacturing processes to facilitate objective resu Its. • Conceptualized and implemented complex workforce reduction plans;then redeployed —50 percent of the affected employees. Ms. Nancy B. Berkley, SPHR Page 6 Integrated three training groups into one cohesive team; concept was replicated in other business units. • Participated on Boeing company-wide learning council; provided unique perspective of a location site with multiple operating business units with different or competing needs. • Represented companies in state and federal agency reviews, e.g. Office of Federal Contract Compliance Program (OFCCP) reviews, Equal Employment Opportunity Commission (EEOC) charges, workers compensation charges, and unemployment compensation claims. • Participated on company labor negotiations teams and interpreted and implemented contract language for work performed on service contracts. Ms. Nancy B. Berkley, SPHR Page 7 Hongwei Chen Project Consultant Evergreen Solutions, LLC Education Georgia Institute of Technology, Master of Science in Quantitative and Computational Finance,Atlanta, Georgia 2013 University of Michigan, Bachelor of Arts in Economics and Music, Ann Arbor, Michigan 2009 (Honors 2008 and 2009) Professional and Evergreen Solutions, LLC,Consultant,September 2014 to present Business History Project Consultant of a Compensation and Classification Study for Highlands County, Florida Project Consultant of a Compensation and Classification Study for Charlotte County, Florida Project Consultant of a Market Salary Survey for St.Johns River Water Management District, Florida Project Consultant of a Classification and Compensation Study for the City of Sarasota, Florida Project Consultant of a Compensation Study for Sarasota County, Florida Project Consultant of a Compensation Study for the City of North Miami Beach, Florida Project Consultant of a Salary and Benefits Survey for the City of St. Cloud, Florida Project Consultant of a Pay and Classification Study for the City of Dora!, Florida Project Consultant of a Pay, Classification and Compensation Study for Community Action Stops Abuse, Florida Project Consultant of a Job Classification and Compensation Study for El Paso Community College District, Texas Project Consultant of a Non-Faculty Compensation Review for Austin Community College, Texas Ms. Hongwei Chen Page 1 Project Consultant of a Compensation Study for South Texas College Project Consultant of a Classification and Compensation Study for the City of Seguin,Texas Project Consultant a Compensation Study for the New Mexico Military Institute Project Consultant of a Compensation Study for the Town of Sahuarita, Arizona Project Consultant of a Compensation Review for Clark College, Washington Project Consultant of a Classification,Compensation,and Benefits Survey for Kent County Levy Court, Delaware Project Consultant of a Compensation and Classification Study for Wake Technical Community College, North Carolina Florida Department of Economic Opportunity,Tallahassee, Florida,Senior Analyst for Strategic Business Division,August 2013-September 2014. Analyzed credit risk and impact of businesses that were interested in locating/expanding in Florida. Built economic impact models to show 10-year impact on Florida state economy. Recommended to agency which businesses should be offered incentives based on findings. Duke University,Talent Identification Program, Davidson, North Carolina, Instructor for Engineering Problem Solving,June 2013 Georgia Institute of Technology,Atlanta, Georgia, Data Analyst for Center for Academic Enrichment,January 2013 June 2013 Analyzed data for undergraduate research programs and freshman courses to improve their effectiveness and receive more funding. Prepared annual reports presenting data analysis of Center for Academic Enrichment. Internal Revenue Service,Office of Chief Counsel,Cincinnati, Ohio, Paralegal Specialist,June 2009—July 2011 Ms. Hongwei Chen Page 2 Developed docketed Tax Court cases, worked with taxpayers and their representatives to settle cases when appropriate, researched legal issues, prepared routine motions, answers, pre-trial memos, stipulation of facts, assisted in trial. Eastman Kodak Company, Rochester, New York, Business Intelligence Intern,June 2008-August 2008; Marketing and Finance Intern,June 2007 August 2007 Calculated accrual data for clients,for tracking reimbursements. Performed financial analysis for client machine usage data, using Microsoft Excel, Access, SAP. Calculated quarterly reimbursements for Advantage Plan Program. Awards/ Honored with Quick Hit Award for trial work (May 2010) Accomplishments Taught literacy skills through America Reads,to students grades K-3 in low-income schools Performed in University of Michigan Women's Glee Club Ms. Hongwei Chen Page 3 Gregory J. Ortego Project Consultant Evergreen Solutions, LLC Education Master of Science,Applied American Politics and Policy Development, December 2014 Florida State University,Tallahassee, FL Master of Science, Political Science,April 2012 Florida State University,Tallahassee, FL Concentration: Public Policy and International Affairs Bachelor of Arts, International Affairs (cum laude), December 2009 Florida State University, Tallahassee, FL Concentration: Political Science Professional Evergreen Solutions, LLC,Senior Analyst,September 2014 - present; and Business Analyst,August 2012 -September 2014 History Project Consultant of an Employee Classification and Compensation Study for the City of Savannah, Georgia Project Consultant of a Compensation Analysis for the City of Alpharetta, Georgia Project Consultant of a Classification and Compensation Study and Analysis for the City of Douglasville, Georgia Project Consultant of a Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, Georgia Project Consultant of a Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, Georgia Project Consultant of a Compensation and Benefits Survey for Forsyth County, Georgia Project Consultant of a Classification and Compensation Study for Gloucester County,Virginia Project Consultant of a Classification and Compensation Study for the Southeastern Public Service Authority,Virginia Project Consultant of a Compensation Study for the York County School Division,Virginia Mr. Gregory J. Ortego Page 1 Project Consultant of a Pay and Classification Study for Clarke County Public Schools,Virginia Project Consultant of a Classification and Compensation Study for the City of Rockville, Maryland Project Consultant of a Job Classification and Compensation Study for Chesapeake College, Maryland Project Consultant of a Classification, Compensation, Benefits and Performance Management Study for Brunswick County, North Carolina Project Consultant of a Classification and Compensation Study for the Town of Hilton Head Island,South Carolina Project Consultant of a Comprehensive Classification, Compensation, Performance Management, and Benefits Study for the City of Columbia, South Carolina Project Consultant of a Classification and Compensation Study for the Richland Library, South Carolina Project Consultant of a Classification and Compensation Study for Blount County, Tennessee Project Consultant of a Compensation and Classification Study for the Central Ohio Transit Authority, Ohio Project Consultant of a Market Survey Analysis for Lorain Metropolitan Housing Authority, Ohio Project Consultant of a Classification and Compensation Study for the Lone Star College System, Texas Project Consultant of a Non-Faculty Compensation Review for Austin Community College,Texas Project Consultant of a Classification and Compensation Study for the City of Seguin,Texas Project Director of a Compensation Study for Administrators and Elected Officials for the City of Carlsbad, New Mexico Project Director of a Compensation Study for Union Employees for the City of Carlsbad, New Mexico Project Consultant of a Pay Plan Market Value Study and Classification Analysis for Florida Board of Bar Examiners, Florida Project Consultant of a Comprehensive Classification and Compensation Study for the Villages Center Community Development District, Florida Mr. Gregory J. Ortego Page 2 Project Consultant of a Classification and Compensation Study for the Town of Cutler Bay, Florida Project Consultant of a Classification and Compensation Study for the City of Cocoa, Florida Project Consultant of a Comprehensive Classification and Compensation Study for the City of Panama City Beach, Florida Project Consultant of a Classification and Compensation Study for the City of Sunny Isles Beach, Florida Project Consultant of a Position and Compensation Study for the Florida Keys Aqueduct Authority Project Consultant of a Market Salary Survey for the St.Johns River Water Management District, Florida Project Consultant of a Wage and Benefits Study for Ellis County, Kansas Project Consultant of a Compensation Analysis for Pinal County,Arizona Project Consultant of a Compensation and Classification Study for the Liberty County School District No. 53, Missouri Aviation Resource Management Journeyman,August 2007 -August 2013 United States Air Force Reserves, Eglin Air Force Base, FL • Analyze and interpret aircrew qualifications and flying availability through interpretation of public policies, laws, and Air Force directives * Inspect,verify, and input aircrew data forms into Air Force computer systems • Schedule officer and enlisted aircrew training and maintain mission information • Serve as 919 Operations Group Course Based Training Manager and 919 Operations Support Squadron Physical Fitness Program Co-Manager Quality Assurance Supervisor, October 2005-June 2006 Alpha Core/Data Quest Systems Incorporated, Lake Charles, LA * Supervised and directed construction crews on safety policies * Served as a liaison between work crews and the Army Corps of Engineers Mr. Gregory J. Ortego Page 3 • Prepared inspection documents to ensure safety compliance • Performed and participated in site clearing in accordance with federal policies Field Manager, May 2002-September 2005 Keith J. Ortego Construction Company, Lake Charles, LA • Diagnosed and solved construction site problems to maintain a quality and timely product • Participated in project decisions between clients and coworkers • Allocated funds and purchased construction material necessary to perform job site duties • Delegated job responsibilities to members of the construction crew instructor,June 2012-August 2012 Introduction to Public Policy, Florida State University,Tallahassee, FL • Prepared a syllabus and grading system for the public policy course • Instructed 48 students on the role of public issues within economic,social, and political contexts through the use of Microsoft Office PowerPoint presentations Quantitative Research Assistant, May 2011- May 2013 Research Florida State University, Tallahassee, FL Experience • Updated and created datasets as required by faculty • Reviewed and edited literature prior to publishing • Produced graphical representations for statistical results • Served as a substitute instructor for various political science courses with 100 - 200 students Research Practicum Florida State University,Tallahassee, FL "Transnational Terrorism:Altering Global International Investment and Trade." • Coded data and compiled datasets on economic indicators and terrorist attacks • Conducted statistical analysis on time series-cross sectional data and interpreted results First Year Research Paper Florida State University, Tallahassee, FL To Public Policy Positions Influence Reelection Bids?" Mr. Gregory I. Ortego Page 4 • Collected data from American National Election Studies and operationalized variables on United States senatorial public policy positions, individual voting behavior, and other statistical control variables including demographic indicators • Executed statistical analysis on aggregated data and interpreted results Awards • Member of Phi Sigma Theta National Honor Society • 919 Operations Group Airman of the Year, 2011 Professional • Program for Instructional Excellence, Basics of Teaching, March Development 2013 • Florida State University Political Science Graduate Student Association, Secretary,August 2011-May 2013 Mr. Gregory I. Ortego Page 5 Michael Misrahi Project Consultant Evergreen Solutions, LLC Education MBA, Florida State University, 2014 Bachelors of Art in History, minor in German, Florida State University December 2011 Professional Evergreen Solutions, LLC,Analyst and Business Project Consultant of a Classification and Compensation Study and Experience Analysis for the City of Douglasville, Georgia Project Consultant of a Salary and Benefits Review for Hernando County, Florida Project Consultant of a Compensation Survey for Miami-Dade County, Florida Project Consultant of a Compensation Study for Osceola County, Florida Project Consultant of a Pay and Classification Study for Gulf County, Florida Project Consultant of a Compensation Study for Sarasota County, Florida Project Consultant of a Salary Survey for the City of Kissimmee, Florida Project Consultant of a Salary and Benefits Survey for the City of St. Cloud, Florida Project Consultant of a Pay and Classification Study for the City of Dora!, Florida Project Consultant of a Classification and Compensation Study for the City of Sebring, Florida Project Consultant of a Compensation Study for the City of North Miami Beach, Florida Project Consultant of a Pay and Classification Study for Bay County, Florida Michael Misrahi Page 1 Project Consultant of a Classification and Benefits Study for the City of Key West, Florida Project Consultant of a Classification and Compensation Study for City of Sarasota, Florida Project Consultant of a Market Salary Survey for the St.Johns River Water Management District, Florida Project Consultant of a Pay, Compensation, and Classification Study for Community Action Stops Abuse, Florida Project Consultant of a Compensation Salary Study Review for Davidson Transit Organization,Tennessee Project Consultant of a Classification,Compensation,and Benefits Survey for Kent County Levy Court, Delaware Project Consultant of a Salary Survey for the State Employees Association of North Carolina (SEANC) Project Consultant of a Classification and Compensation Study for the City of Greer, South Carolina Project Consultant of a Classification and Compensation Study and Analysis for the Brazos River Authority,Texas Project Consultant of a Pay for Performance Study and Salary Survey for the City of Mont Belvieu, Texas Project Consultant of a Job Evaluation and Classification Study for City of Frisco,Texas Project Consultant of a Classification and Compensation Study for the City of Pflugerville,Texas Project Consultant of a Classification and Compensation Study for the City of Seguin,Texas Project Consultant of a Comprehensive Compensation and Benefits Study for the City of Sachse,Texas Project Consultant of a Comprehensive Compensation and Benefits Study for the City of Rowlett, Texas Project Consultant of a Job Classification and Compensation Study for El Paso Community College District,Texas Project Consultant of a Non-Faculty Compensation Review for Austin Community College,Texas Michael Misrahi Page Project Consultant a Compensation Study for Town of Sahuarita, Arizona Florida State University Research Assistant, May 2013 to April 2014 • Performed independent research and processing of raw figures to determine correlations • Utilized multiple databases to extract relevant data GAP Forwarding Assistant to Director of Finance,April-August 2012 • Charged with the managing of accounts payable/receivable 9 Performed bank reconciliations • Gained experience inputting journal and adjust entries with accounting software • Created profit/loss reports concerning new customer acquisitions Tracked profit/loss of outstanding customers Leadership Title: Chairman of the Internal Affairs Committee, May 2013 - Present Experience Representative for College of Business Organization: Congress of Graduate Students, Florida State University Ethical Leadership Certification August 2013- Present Michael Misrahi Page 3 David Bollenback Project Consultant Evergreen Solutions, LLC Education B.A., May 2013, Florida State University, May 2013. • Lean &Six Sigma Management • Supply chain management • Business Ethics • Supply chain competition finalist • Customer Relationship Management • Operations Management • Organizational Behavior • Financial Accounting • Congress of Graduate Students (budget allocation team) Bachelor of Philosophy, Florida State University,April 2012 Professional Evergreen Solutions, LLC,Analyst,September 2014-Present and Business Project Consultant of a Classification and Compensation Study and History Analysis for the City of Douglasville, Georgia Project Consultant of a Compensation and Benefits Survey for Forsyth County, Georgia Project Consultant of a Comprehensive Classification and Compensation Study and Staffing Analysis of Police Department for the City of Garden City, Georgia Project Consultant of a Compensation Study for Florida Virtual School Project Consultant of a Compensation and Classification Study for the City of Cocoa, Florida Project Consultant of a Classification and Compensation Study for Essex County,Virginia Project Consultant of a Pay and Classification Study for the Isle of Wight County,Virginia Project Consultant of a Classification and Compensation Plan Update for Suffolk Public Schools,Virginia Mr. David Bollenback Page 1 Project Consultant of an Efficiency Study for Stafford County Public Schools,Virginia Project Consultant of a Comprehensive Classification, Compensation, Performance Management, and Benefits Study for the City of Columbia,South Carolina Project Consultant of a Classification and Compensation Study for the Richland Library,South Carolina Project Consultant of a Compensation and Classification Study for the Liberty County School District No. 53, Missouri Project Consultant of a Compensation Analysis for Central Office Personnel and School Administrator for Chapel Hill-Carrboro City Schools, North Carolina Project Consultant of a Human Resources Department Review/Audit and an Administrative Salary Study for Akron Public Schools, Ohio Project Consultant for a Compensation Study for the New Mexico Military Institute The Jim Moran Institute for Global Entrepreneurship, Program Coordinator,January 2014 -September 2014; Program Assistant, August 2012 - December 2013 • Oversee and develop 12 start-up businesses residing in the business incubator. Guiding businesses through ideation, business modeling,validation, development, branding,funding, management, and launch. • Established programs designed to foster entrepreneurial talents including a University student focused Entrepreneurial Clinic (eClinic)that offers walk-in start-up consultations at any stage, and a Pre-incubation program designed to take a cohort of potential startups through the vital stages of Value creating, market validation, pivots, and management team development. • Host a variety of educational and engaging events targeted to expanding the perspective of business incubator residents including round-tables and community business engagement. ▪ Established a central portal to consolidate company, investor, sponsor, and student information as well as offer a portal to connect and streamline the interaction of aforementioned entities. • Planned and executed a five month Business Plan Competition with 50 participants. Competition focused on education and development. Culminating in a Shark Tank pitch event in front of nine potential investors Mr. David Bollenback Page 2 • Mentored and supported businesses in outside business plan/model competitions. p Launched a rebranding effort to better align our outward appearance with our program offerings. • Extensive vendor, investor, and customer relations experience. • Redesigned physical space to reflect attitude and ideals of the Incubator. Other Skills • Mind of a designer; heart of a player • Keen eye for efficiency ▪ Strong leadership • Excellent verbal and written skills • Proficient in Spanish language ▪ Website Management • Microsoft Office • Vast international experience and cultural appreciation in the following countries: • France, Germany, Italy, China,Japan, Singapore, Myanmar, New Zealand, Chile, Indonesia, and Hong Kong. Including 8 year residence in Manila, Philippines Mr. David Bollenback Page 3 ATTACHMENT C EVERGREEN SOLUTIONS, LLC DRAFT AGREEMENT FOR BENEFITS BROKERS SERVICES Consulting Services Agreement By and Between City of Tybee Island and Evergreen Solutions,LLC This Agreement(the "Agreement"), dated as of INSERT DATE, is made by and between Evergreen Solutions, LLC, a Florida corporation("Evergreen"), and City of Tybee Island(the "Client"). WHEREAS, Evergreen Solutions and the Client desire to enter into an agreement whereby Evergreen will provide certain human resource management consulting services for the Client on the terms and conditions hereinafter set forth; and WHEREAS, Evergreen Solutions is willing to provide such human resource management consulting services for the Client. NOW,THEREFORE,the parties hereto agree as follows: 1.Engagement.Evergreen Solutions hereby agrees to provide such human resource management consulting services for the Client as may be reasonably requested by the Client in connection with the Request for Proposal(RFP#2015-66) and Proposal submitted by Evergreen Solutions on March 2, 2015. 2.Extent of Services.Evergreen Solutions agrees to perform such services to the best of its ability and in a diligent and conscientious manner and to devote appropriate time, energies and skill to those duties called for hereunder during the term of this Agreement and in connection with the performance of such duties to act in a manner consistent with the primary objective of completing the engagement. Evergreen Solutions agrees to devote such time as is reasonably required to fulfill its duties hereunder. Throughout the duration of this agreement,Evergreen Solutions will serve as an independent contractor of the Client,As such;Evergreen Solutions will obey all laws relating to federal and state income taxes, associated payroll and business taxes, licenses and fees,workers compensation insurance, and all other applicable state and federal laws and regulations. Page 1 In the successful completion of this engagement,Evergreen Solutions may utilize subcontractors,but Evergreen Solutions shall remain completely responsible to the Client for performance under this Agreement. 3. Term.The engagement of the Consultant hereunder by Client shall commence as of the date hereof and shall continue through May 31,2015,unless earlier terminated pursuant to Section 6 hereof. 4. Compensation. (a)As compensation for the services contemplated herein and for performance rendered by Evergreen Solutions of its duties and obligations hereunder,the Client shall pay to Evergreen Solutions an aggregate fee equal to $35,550 (the "Consulting Fee"), earned and payable according to the following invoice/payment schedule: • 25%-upon completion of Task 1 of the detailed work plan • 25%-upon completion of Tasks 2—5 of the detailed work plan • 25%-upon completion of Tasks 6—8 of the detailed work plan • 25%-upon completion of Tasks 9— 12 of the detailed work plan (b)The Client's sole obligation shall be to pay Evergreen Solutions the amounts described in Section 4(a)of this Agreement, and the Consultant is not and shall not be deemed an employee of the Client for any purpose. 5.Reimbursement for Expenses. The contract price indicated in section 4 of this agreement is inclusive of all expenses borne by Evergreen Solutions and therefore no expenses shall be reimbursed to Evergreen Solutions by the Client for the duration of this agreement. 6. Termination.This Agreement shall be terminated as follows: (a) 30 days after written notice of termination is given by either party at any time after INSERT DATE, provided however,that if the Client shall terminate this Agreement pursuant to this Section 6(a) for any reason other than Consultant's material breach of this Agreement(having given prior notice of, and reasonable opportunity for Consultant to cure, any such breach), Client shall pay to consultant in one lump sum an amount equal to that portion of the aggregate Consulting Fee which has not been paid to Consultant as of the effective date of such termination. (b)On such date as is mutually agreed by the parties in writing. (c)Upon expiration of the Term as set forth in Section 3. If Client elects to terminate for material breach then Client shall pay to consultant in one lump sum an amount equal only to that for which services have been rendered. Upon termination of this Agreement pursuant to this Section 6, except as contemplated by Section 6(a) in the event Client terminates this Agreement in the absence of continuing material breach hereof by Consultant, Consultant shall be entitled to payment of only that portion of the Consulting Fee earned through the effective date of such termination and any portion of the Lump Sum Payment which has not been paid to Consultant as of the effective date of such termination. Page 2 7. Confidential Information.Evergreen Solutions shall not, at any time during or following expiration or termination of its engagement hereunder(regardless of the manner,reason,time or cause thereof) directly or indirectly disclose or furnish to any person not entitled to receive the same for the immediate benefit of the Client any trade secrets or confidential information as determined by the Client in writing. 8. Covenants.Evergreen Solutions agrees to(a) faithfully and diligently do and perform the acts and duties required in connection with its engagement hereunder,and(b)not engage in any activity which is or likely is contrary to the welfare, interest or benefit of the business now or hereafter conducted by the Client. 9.Binding Effect.This Agreement will inure to the benefit of and shall be binding upon the parties hereto and their respective successors or assigns(whether resulting from any re organization, consolidation or merger of either of the parties or any assignment to a business to which all or substantially all of the assets of either party are sold). 10.Entire Agreement.This Agreement, including the aforementioned RFP and proposal, contains the entire agreement and understanding of the parties with respect to the subject matter hereof, supersedes all prior agreements and understandings with respect thereto and cannot be modified, amended,waived or terminated, in whole or in part, except in writing signed by the party to be charged. 11. Construction.While the parties hereto believe that the terms hereof are fair,reasonable and enforceable in all respects,it is agreed that any provision of this Agreement which is held to be prohibited or unenforceable in any jurisdiction shall, as to such jurisdiction,be ineffective to the extent of such prohibition or unenforceability without invalidating the remaining provisions hereof, and any such prohibition or unenforceability in any jurisdiction shall not invalidate or render unenforceable such provision in any other jurisdiction. In addition to any other remedy which Client may have at law or in equity, Client shall be entitled to injunctive relief for a breach of Sections 7 and 8 (b)of this Agreement by the Consultant. 12.Notices.All notices required to be given under the terms of this Agreement or which any of the parties desires to give hereunder shall be in writing and personally delivered or sent by registered or certified mail,return receipt requested, or sent by facsimile transmission, addressed as follows: (a.)If to Evergreen Solutions addressed to: Evergreen Solutions, LLC Attention: Dr. Jeff Ling,Executive Vice President 2878 Remington Green Circle Tallahassee,Florida 32308 (b.)If to the Client addressed to: City of Tybee Island Attention: Ms. Angela Hudson 403 Butler Avenue Tybee Island, Georgia 31328 Any party may designate a change of address at any time by giving written notice thereof to the other parties. Page 3 13.Miscellaneous.This Agreement: (a) shall be binding upon and inure to the benefit of the parties hereto and their respective successors and permitted assigns; (b)may not(except as provided in Section 9 hereof)be assigned by either party hereto without the prior written consent of the other party(any purported assignment hereof in violation of this provision being null and void); (c)may be executed in any number of counterparts, and by any party on separate counterparts, each of which as so executed and delivered shall be deemed an original but all of which together shall constitute one and the same instrument, and it shall not be necessary in making proof of this Agreement as to any party hereto to produce or account for more than one such counterpart executed and delivered by such party; (d)may be amended,modified or supplemented only by a written instrument executed by all of the parties hereto; and (e) embodies the entire agreement and understanding of the parties hereto in respect of the transactions contemplated hereby and supersedes all prior agreements and understandings among the parties with respect thereto. IN WITNESS WHEREOF,the parties hereto have executed this Agreement as of the date first above written. Evergreen Solutions, LLC Jeff Ling,Executive Vice President City of Tybee Island Enter Client Signatory Name and Title Page 4