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REQUEST FOR BID <br />PROPOSAL - MAMA <br /> <br /> 3. Describe the process to be used for gathering <br /> and verifying accurate, up-to-date and complete <br /> job information. <br /> <br /> 4. Indicate the role of the consultant in <br /> interaction with employees and <br /> supervisory-management staff in gathering job <br /> information. <br /> <br /> 5. Provide sample job descriptions to illustrate <br /> the format to be used (or modilied for use) in <br /> documenting job information. <br /> <br /> D. Determinin~ Internal Comparability: <br /> Job Evaluation Studx <br /> <br /> 1. 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 t~e 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 Minnesota <br /> Comparable Worth Act as determinants of <br /> "comparable work value." <br /> <br /> Indicate how the compensable factors in the <br /> system ha~e-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 /> Provide brief evidence or information and <br /> discussion regarding the selection and <br /> wei htin 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 />