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The specific approach will be determined after consultation with management, and after data gathered during the Job Description phase has been examined. Briefly, one approach is as follows: A. We will work with the Personnel Department and City Management to determine the specific job evaluation system(s) and the compensable factors which will be utilized. B. The jobs are evaluated by a committee having the professional input of pre- eval~ation by Waters, Trego & Davis, lnc.. We would train the evaluation committee and monitor the evaluations to insure Quality control. The initial evaluations would focus on key benchmark jobs. After they are approved, the remainder of the jobs would be evaluated, using the benchmarks as reference points. The job evaluation committee should have 8 to 10 members, selected by management, who are objective, analytical, have experience in the City, and who as a group know the work of the organization. C. The recommendation of the committee are then presented to management. Using statistical methods and computer assistance, the recommendations and management input are analyzed. The output is an evaluation system that blends sound compensation practices with the collective organization value hierarchy. The final result will be placement of all jobs in a hierarchy of grades that reflects the relative worth of each job to the organization. We will custom design a microcomputer software package for the City job evaluation process calculations. We will train key staff members to utilize the software for future evaluations and re- eval ua tions. 4-5