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REQUEST FOR BID <br />PROPOSAL - ~A~A <br />PAGE SlX <br /> <br />e <br /> <br />Describe the process to be used for gathering <br />and verifying accurate, up-to-date and complete <br />job information. <br /> <br />Indicate the role of the consultant in <br />interaction with employees and <br />supervisory-management staff in gathering <br />information. <br /> <br />job <br /> <br />Provide sample job descriptions to illustrate <br />the format to be used (or modilied for use) in <br />documenting job information. <br /> <br />De <br /> <br />Determining Internal Comparability: <br />Job Evaluation Study <br /> <br />Describe the point factor system which the <br />consultant proposes to use in evaluating jobs. <br />(A system applicable to all jobs within a city <br />is to be considered in the design of the point <br />factor system.) <br /> <br />Specifically indicate how the point factor <br />system recommended (or to be developed) relates <br />to the criteria included in the ~innesota <br />Comparable Worth Act as determinants of <br />"comparable work value." <br /> <br />Indicate how the compensable factors in the <br />system have been, or are to be selected. <br /> <br />Indicate how the factors are to be weighted or, <br />if factor weights are already determined in a <br />point factor system how these weights have been <br />determined. (Cities must be able to explain to <br />employees on what basis factors have been <br />selected and weighted; different occupational <br />groups will have different preferences <br />regarding the selection and weighting of <br />factors.) <br /> <br />Provide brief evidence or information and <br />discussion regarding the selection and <br />weighting of the factor system proposed (or to <br />be developed) as being ~free of sex-bias." <br /> <br />2. Indicate whether evaluations viii be made on a <br /> whole job or task approach. <br /> <br /> <br />