Our plan follows the RFP's own task structure so evaluation, contracting, and delivery all speak the same language. Dates below are our proposed pace against the April 30, 2028 completion requirement, with float held where OC San decisions are on the critical path.
Kickoff with HR; confirm end products, decision points, and the weekly-meeting cadence required by §4.1.2. We deliver a living project plan HR can see, not a static Gantt attached to a status email.
Working sessions with HR on the issue inventory accumulated since the 2022 study: suggested classification revisions, employment standards, series and progression questions, alignment and compaction items per §3.2.5. The PDQ instrument is customized here, before any employee sees it.
Minimum four live online sessions per the published Q&A: Managers/Supervisors, Bargaining Unit Representatives, and two all-employee sessions covering both halves of the work week, each recorded and available on demand for night-shift staff, absences, and new hires. PDQ distribution with live walkthrough.
Per the published Q&A, HR collects, tracks, and completeness-checks all PDQs; HSG performs the formal review and analysis of every one. Interviews for all single-incumbent classifications (our Workforce Analysis shows how many that really is), sampled interviews across multi-incumbent classes, and HR-approved employee-requested interviews, documented per §3.2.3.
Position allocation recommendations and revised specifications in editable Word, with rationale for every change: families, series, levels, titling per OC San conventions, ADA physical demands, and FLSA exemption-relevant essential functions per §3.2.7.
Structured review windows for employees, management, and the recognized employee organizations, with written-comment and discussion-meeting formats. HR holds final content decisions; we make sure every comment has a documented disposition.
Finalized specifications compiled into a standardized classification manual documenting goals, process, recommendations, and level distinctions, built for HR's daily use after we leave.
Benchmarks, survey elements, and labor-market policy directives confirmed with HR before collection begins, against the Board-adopted 17-agency comparator framework.
Salary and total compensation collected from the 17 comparators, with collection timing set jointly so data lands when OC San needs it, not when it is convenient to gather. Draft and final workbooks in Excel, structured for HR reuse.
Compaction and internal-relationship review within and across job families, integrated with survey results. The Compaction Lab on this portal demonstrates the analytical machinery on illustrative data.
Separate classification and compensation reports: process, analyses, data, observations, recommendations, each with implementation-ready rationale.
Revisions from HR review incorporated; presentation materials prepared for each audience: Board, Steering Committee, employee organizations.
Minimum three final presentations per the published Q&A: HR (may be virtual), plus Bargaining Unit Representatives and the Board of Directors in person per Addendum 1, and any committee sessions requested under §4.1.4.
Current percentile position for salary and total compensation, overall and by employee group, plus forward projections under OC San-specified increase scenarios with subsequent updates. Delivered as a model HR can drive, demonstrated in our Market Method module.
Weekly HR meetings with written progress reports (§4.1.2, §4.2). Key personnel locked absent prior written OC San concurrence (§6.1). Virtual meetings recorded and available on demand (Addendum 1). Completion by April 30, 2028 with milestones mutually set at kickoff (§5.0). Each commitment appears in our proposal with the person accountable for it.