Signed Contracts_Carlson Dettman Consulting for Police/Fire Classification and Compensation Study and Benefit/Total Rewards SurveyCity of Dubuque
City Council Meeting
Consent Items # 09.
Copyrighted
June 20, 2023
ITEM TITLE: Signed Contract(s)
SUMMARY: Proposal for Classification and Compensation Study with Carlson
Dettmann Consulting; Proposal for the Police/Fire Classification and
Compensation Study and Benefit/Total Rewards Survey with Carlson
Dettmann Consulting; Professional Services Agreement with Carlson
Dettmann Consulting for an assessment of the city's classification and
compensation program; Professional Services Agreement with Carlson
Dettmann Consulting for market measurement for Fire and Police
positions and Benefits/Total Rewards Survey; Vendor Service
Agreement with Carlson Dettmann Consulting for Classification and
Compensation Study; Vendor Service Agreement with Carlson Dettmann
Consulting for Police/Fire Classification and Compensation Study and
Benefit/Total Rewards Survey.
SUGGESTED Suggested Disposition: Receive and File
DISPOSITION:
ATTACHMENTS:
Description Type
Proposal for Classification and Compensation Study Supporting Documentation
Proposal for the Police/Fire Classification and
Compensation Study
Professional Services Agreement
Professional Services Agreement - Fire and Police
Vendor Service Agreement
Vendor Service Agreement - Police/Fire
Supporting Documentation
Supporting Documentation
Supporting Documentation
Supporting Documentation
Supporting Documentation
CA4SON
DETTMANN
A Cottingham & Butler Company
PROPOSAL
City of Dubuque, IA
Proposal for:
Police/Fire Classification and Compensation Study
and Benefit/Total Rewards Survey
June 1, 2023
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Table of Contents
A. Contact Information..........................................2
B. Experience and Qualifications ..............................3
C. Scope of Services.............................................5
D. Cost Proposal..................................................6
E. Timeline........................................................7
11Page
A. Contact Information
Carlson Dettmann Consulting, a division of Cottingham and Butler Insurance Services,
respectfully submits this proposal to perform a Classification, Wage, Compensation Study,
and total rewards survey for the City of Dubuque, IA for the Police and Fire positions. The
following table contains key information about our company, as well as the contact
information for the Project Director for this project.
Company Name:
Cottingham & Butler Insurance Services, Inc.
Division Name:
Carlson Dettmann Consulting
Cottingham & Butler Insurance Services
Corporate Address:
800 Main Street
Dubuque, IA 52001
Andrew Butler, Executive Chairperson
Officers of the Firm:
David O. Becker, CEO
John E. Butler, Chairperson
Matt Shefchik
Procurement/Contract
Assistant Vice President
Contact:
matt.shefchik@carlsondettmann.com
608.467.0696
Heather Murray
Project Director
Senior Consultant
heather.murray@carlsondettmann.com
715.492.5162
Carlson Dettmann Consulting
Consultant Address:
c/o Cottingham & Butler
2323 Crossroads Drive, Suite 220
Madison, WI 53718
Thank you for the opportunity to submit this proposal, and we hope to have the opportunity
to serve City of Dubuque. Please contact Heather Murray with any questions or concerns
you may have regarding this proposal.
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B. Experience and Qualifications
Background Ft History
Cottingham & Butler, founded in 1887 and headquartered in Dubuque, Iowa, is the 5th
largest privately held broker in the U.S., and the 25th largest insurance broker in the U.S. and
a recognized leader in offering innovative property & casualty and employee benefit
insurance solutions. In addition to the insurance consulting and brokerage services, the
company provides services relating to claims administration, safety and loss control, wellness
and disease management, and human resources compliance and consulting. The
company employs over 1,000 employees across the U.S. In addition to our Dubuque
headquarters, and other satellite offices, C&B has offices in Madison and Appleton to better
serve our Wisconsin clients.
Carlson Dettmann Consulting (CDC), a division of Cottingham & Butler Insurance Services,
offers human resources consulting services related to: employee compensation and total
rewards; performance evaluation development and training; employee engagement and
strengths -based leadership; labor and employee relations; human resources audits; and
other related human resources consulting services. The following is a brief description of the
journey CDC has taken:
• 1996: The partnership between Charlie Carlson & Scott Dettmann, Principal Consultants
at Carlson Dettmann Consulting, began when they created enetrix (Survey Research
Associates) with a group of partners. Enetrix pioneered internet-based salary surveys in
addition to providing compensation consulting.
• 2008: Enetrix was acquired by Gallup Corporation, and during their time with Gallup,
Charlie Carlson and Scott Dettmann continued their compensation and survey
consulting, in addition to growing their consulting skills in the areas of employee
engagement, performance management, leadership development, and strengths -
based leadership.
• 2010: Carlson Dettmann Consulting was created when Charlie and Scott reacquired
their consulting practice and served public, private, utility, and not -for -profit clients across
the nation. While compensation work has been the backbone of the business, CDC has
a successful employee engagement and performance management business as well.
• 2018: Carlson Dettmann Consulting entered into an acquisition with Cottingham & Butler.
The acquisition provides clients a total -rewards approach where compensation
consulting is balanced with benefits management.
• Current: Carlson Dettmann Consulting's (CDC) field consultants possess decades of
management, human resources, labor relations and compensation experience. CDC's
team has extensive experience working in local government human resources, giving
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them the unique ability to truly understand the nature of the industry, setting them apart
from other consulting firms without hands-on public sector experience.
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Staff Experience and Qualifications
While we may seek periodic assistance from other team members, the City's interactions
with our team will likely be limited to the following individuals:
Heather Murray, Senior Consultant, would be the project director and project manager, and
work with the City to review classifications, and conduct staff interviews. Heather holds a BA
and SHRM-SCP certification. Heather has over 20 years of professional human resources
experience in the public and private sectors. Her experience includes Human Resources
leadership roles in: local government, financial services, and retail. Heather is a former
county Human Resources Director, past President of the Chippewa Valley Chapter of the
Society for Human Resource Management and past President of the Wisconsin Public
Employers Labor Relations Association.
[Linkedln Profile: https://www.linkedin.com/in/heathermurray7/]
Ashley McCluskey, Compensation Analyst, would provide assistance on the market data
collection and analysis phases of the project. Ashley holds a BS in Human Development and
Family Studies, and a minor in Human Resources. Ashley has over 10 years of professional
human resources experience in public and private sectors. Ashley has an ever-growing base
of experience relating to payroll, compensation, benefits, and business analysis.
[Linkedln Profile: https://www.linkedin.com/in/ashley-mccluskey-086073108/].
Alyssa Woltring, Compensation Analyst, would provide assistance on the job evaluation and
market analysis phases of the project as well as the creation, collection, analysis and delivery
of the benefit's survey. Alyssa has over 9 years of HR experience, primarily within the public
sector. Alyssa holds a Bachelor of Business Administration in Human Resources Management
from UW-Whitewater and has been with the Carlson Dettmann team since 2019.
[Linkedln Profile: https://www.linkedin.com/in/aIVssa-woltring-1309b5138/].
Chris Storlie, Senior Consultant, will assist with the creation, collection, analysis and delivery
of the benefit's survey. Chris has over 25 years' experience providing guidance and
leadership to HR Departments and Senior Management Teams. Chris has a wealth of
knowledge working with a diverse range of clients and industries. Chris holds her Master's in
Business Administration from Edgewood College as well as the SPHR and SHRM-SCP
certifications.
[Linkedln Profile: https://www.linkedin.com/in/christine-storlie-mba-sphr-shrm-scp-cros-
a259338 ].
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C. Scope of Services
Police/Fire Classification and Compensation Study
The Consultant shall provide to the Client consulting services as follows:
a) Collect and analyze data from previously established public -sector communities
for up to 15 Police and Fire classifications.
b) Using said data, and in addition to private -sector survey data from our survey
library (as applicable), assess the general market competitiveness of the City's
current pay structure for Police and Fire classifications.
c) Develop high-level, preliminary recommendations to assist with a "placeholder"
for the Client's budgeting process.
d) Consultant will be available for a virtual meeting with the Client to discuss the
findings and recommendations of the project.
e) Provide average cost per employee for current medical and disability plans for all
employees.
Benefit/Total Rewards Survey
The Consultant shall provide to the Client consulting services as follows:
a) Develop and conduct a survey to collect data primarily focused on police/fire
pay and benefit practices.
b) Survey will target a previously established set of public -sector communities agreed
upon by the Client and Consultant
a. Client agrees to assist in publicizing said survey through formal
communications channels to participant communities.
c) Survey questions will include a collection of data on the following benefits/total
rewards (list not all inclusive):
a. Health & Welfare (Medical, Dental, Vision, Prescription Drug Plan, FSAs, etc.)
b. Retirement Plans
c. Time Off (Vacation, Sick, Holiday, Maternity/Paternity, etc.)
d. Workplace Flexibility/Alternative Work Arrangements
e. Health and Wellness (EAPs, fitness, health screens, disability management,
on -site nurse, etc.)
f. Community Involvement (Volunteer programs, matching gift programs,
etc.)
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g. Voluntary Benefits (LTC, auto/home insurance, pet insurance, parking, etc.)
h. Learning Opportunities (Tuition discounts or reimbursement, student loan
payments, etc.)
i. Compensation
Analysis for and recommendations regarding compression
concerns.
ii. Analysis on multi -year CBA's and COLA's for those future years.
j. Other (Unique to City of DBQ or other cities).
d) Prepare a high-level summary report of data collected from the survey of which
all participants will receive a copy.
e) Using the results of the benefits/total rewards survey, Consultant will provide
recommendations related to Clients pay practices for police/fire management
personnel.
D. Cost Proposal
Because compensation consulting is our team's primary line of work, we build our proposals
on the scope of work and not necessarily on the specific hours it takes to complete each
component (or phase of each project). This enables us to offer a firm fixed fee proposal that
meets the interests of both our clients and our firm. This further solidifies our independent
contractor status, with our team's (and company's) exposure being the opportunity for profit
and/or loss. If the job takes longer and/or costs more than originally anticipated, we bear
the burden of this miscalculation, unless project requests are deemed outside the scope of
services.
The total professional fees for the classification and compensation study and custom survey
are indicated below:
Classification & Compensation System Design (up to 15 Police and
$6,000
Fire positions)
Benefit/Total Rewards Survey
$15,000
Additional Work / Hourly Rates: [OPTIONAL
Any additional work outside the scope of the project may be requested and agreed upon
and would be invoiced at either our standard hourly rates of $250, or for an additional
project fee as mutually agreed upon by the Client and CDC. It is our experience that it is
more economical for a client to negotiate scope and price with our team than it would be
to simply engage our services at an hourly rate. We believe we would have the capability
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to assist the Client in many areas, but also understand that any additional work depends on
the relationship we've built in the course of the classification and compensation study.
Payment Schedule:
The project fee would be paid in three (3) equal installments of $7,000: initial payment due
upon execution of a professional services agreement, second payment due at the start of
the second month of the project, and the final payment due upon delivery of CDC's findings
and recommendations.
This proposal is valid until May 31, 2023. Thank you for the opportunity to submit this proposal,
and we hope to have the opportunity to serve the City on this project and thereafter.
E. Timeline
The Police/Fire Classification and Compensation Study will be completed within 4 weeks of
commencement of the project. The Benefits/Total Rewards Survey will be completed within
3 months of commencement of the project.
Task for Police/Fire Market Study Anticir)ated Comrletion
Project Orientations / Employer Data Collection..................................................................Week 1
Market Data Collection.........................................................................................Week 1 to Week 3
MarketData Analysis...............................................................................................................Week 3
Develop Initial Findings & Recommendations ....................................................Week 3 to Week 4
Review Results with City...........................................................................................................Week 4
Task for Benefits/Total Rewards Survev Anticir)ated Completion
Project Orientations / Employer Data Collection.............................................................Complete
ReviewEmployer Data.............................................................................................................Week 1
Survey Development and Design.........................................................................Week 2 to Week 4
City's Approval of Survey Design and Questions..................................................................Week 4
Survey Distribution and Collection of Data ..........................................................Week 4 to Week 9
Analyze Results and Reporting of Data..............................................................Week 9 to Week 12
Presentation of Final Survey Results......................................................................................Week 12
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Respectfully submitted on June 1, 2023.
CITY OF DUBUQUE
Date: 06/02/2023
CARLSON DETTMANN CONSULTING
Matt Shefchik, Assistant Vice
President
Date: 06/02/2023
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