Big Stone County Request for Proposal

Analysis of Compensation and Pay

System Structure

Big Stone County Request for Proposals

for Analysis of Compensation and Pay System Structure I. Purpose

A. Big Stone County is currently soliciting proposals from qualified consulting firms experienced in the development of a job evaluation and compensation system. A Personnel Committee has been established to lead the County in this project. It is desired to obtain a consultant who will assist the County in the following:

1. Conducting a detailed market analysis of our current pay system structure/compensation package.

2. Reviewing the existing job evaluation and compensation system and making recommendations for

improvements to the existing system or implementation of a new job evaluation and compensation system.

3. Job description format. Consolidates jobs into generic job classifications whenever appropriate. 4. After implementation, is able to be maintained in a manner that preserves and enhances the integrity of

the system; meeting the principles of validity and reliability.

B. All prospective consultants will be afforded full opportunity to submit statements of qualifications in response to this request and will not be discriminated against on the grounds of race, religion, color, national origin, age, sex, or disability in consideration of any Contract entered into pursuant to this notice.

C. This Request for Proposal (RFP) is an invitation by Big Stone County for consultants to submit an offer,

which may be subject to subsequent discussion. It is not a request for competitive bids. Submittal of a proposal does not create any right to or expectation of a Contract with Big Stone County. Big Stone County reserves the right to reject any or all proposals submitted in response to this RFP and the County further declares that it will incur no financial obligations for any costs incurred by any company in connection with preparation of a response to this RFP.

II. Statement of Qualifications

A. To be considered, a consultant must be a full-service consulting firm with expertise in compensation structure analysis, maintenance and market pay analysis. The consultant must be able to provide full support in the classification/reclassification of positions and must have the tools available to train Big Stone County staff in this process. The consultant must be able to ensure internal equity and external competitiveness, must have the ability to be coordinated with current labor agreements, and must incorporate the market conditions identified in the study. The consultant should be able to demonstrate that its job evaluation and compensation system has been successfully implemented in at least three government entities, preferably within the State of Minnesota.

III. Criteria for Selection

A. Members of the Personnel Committee will evaluate each submitted proposal and shall determine which firms, if any who may be invited for an oral interview. The committee will have the option to reject all proposals. After interviews have been completed, the Personnel Committee will recommend a contract with one firm to the County Board. The County Board will accept or reject that recommendation in a timely fashion.

B. All proposals submitted will be evaluated in the following areas:

1. Compliance with the RFP

2. Understanding of the project

3. Services to be provided

4. Type of job evaluation system(s) the firm is familiar with

5. Ease and method of post contract maintenance of the classification and compensation system

6. Ability to complete the work within the time specified

7. Qualifications of the firm, including but not limited to its experience and personnel assigned to the project and subcontractors, if used.

8. Professional references

9. Results of an oral interview/presentation, if applicable

10. Cost

IV. Cost and Fee Arrangements

A. The consultant must provide a proposal with maximum cost for the project based on the project as described herein. To the extent desired, additional recommendations and services or options may be included as additions to the project on an optional basis. These optional items shall be priced separately from this Request for Proposal.

V. Big Stone County General Overview

A. Community Highlights - Big Stone County is situated on the western border of the State almost midway between the north and south boundaries. It has Traverse County and a part of Stevens County on the north, Stevens and Swift Counties on the east, Lac qui Parle County and the Minnesota River on the south, and the Minnesota River, Big Stone Lake and the State of South Dakota on the west. According to the 2010 census the population of the county is 5269. There are 14 organized townships and 8 cities within the county. Ortonville is the county seat.

B. Employee Demographics – Big Stone County employs approximately 68 regular employees. There are two

collective bargaining units covering approximately forty percent of those employees. Both contracts are negotiated though December 31, 2017. The classification system in use is a point factor system which was created by consultants in 2008. A copy of the current pay structure and benefit summary can be found in Appendix “A” and Appendix “B” respectively. There are currently approximately 40 different job classifications. A copy of one of our current job descriptions as a sample format can be found in Appendix “C.” The existing classification and compensation system was developed in 2008. Revisions, additions and deletions have been made to the system as positions were added, eliminated or significantly changed.

VI. Overall Scope of Work

A. Communication Expectations - The successful consultant will be required to meet with the Personnel Committee at the initiation of each phase of the study and make oral presentations to the Committee at the conclusion of each phase. Additionally, any reports on the results of the study or recommendations during any part of the project will also be provided in writing. The County further expects ongoing and open communications between designated County representatives and the consultant over the course of the project. All products and recommendations must comply with applicable State and Federal laws and enhance the County's ability to obtain and retain qualified personnel.

B. Timetable for the Compensation Study - Once a consultant has been identified and approved by the Board

of Commissioners; the Personnel Committee would like to begin market analysis and job evaluation/pay structure analysis as soon as possible, but no later than January 16, 2017.

1. Additionally, the Personnel Committee would ideally like the market analysis with recommendations

complete by August 1, 2017, with the entire project complete by October 2, 2017. The committee is open to considering other timelines based on consultant resources or past experience. Any recommendations exceeding the preferred timeline need to be provided in detail in the consultant’s proposal.

C. Scope of Services to be Provided

1. Utilizing existing job descriptions as well as the employee position content questionnaires update and/or create new job descriptions for each classification ensuring they are current, appropriate, and that they meet legal qualifications consistent with Equal Employment Opportunity and Americans with Disabilities Act considerations. Job descriptions shall include pre-employment requirements including education, experience, licensure and certifications that are the minimum requirements for entry to that classification regardless of actual qualifications of the incumbent(s).

2. Conduct a full market analysis of the compensation, classification and benefit structure for all positions. The analysis should include specific comparables segmented locally, regionally, and statewide, by job market and/or description.

This should include providing an action plan that specifies how the analysis will be conducted including how input and involvement of staff will occur, what steps will be taken to ensure objectivity and impartiality, and how the market rates for similar jobs in the relevant market will be identified.

3. Determine/recommend the exempt or non-exempt status of each position, per FLSA regulations.

4. Submit staff job descriptions to appropriate department heads for review. Submit staff job descriptions to the Human Resources Director for review and approval. If the Human Resources Director and staff are unable to agree on job description content, the disputed content shall be identified and reviewed by the Personnel Committee who will prepare a recommendation for final decision by the Board of Commissioners.

5. Design an objective Performance Review Tool which best represents the recommended new pay

system or the recommended improvements to the current system. The tool should be universal with the ability to add Department specific criteria. The consultant will also provide training on the proper use of this tool.

6. Design and recommend an implementation strategy for the updated compensation system with the

lowest financial impact on the county operating process and greatest gain to positions that fall outside of a designated range. This plan may be implemented over multiple years.

7. Upon implementation of the compensation system, the consultant will provide training to all appropriate

County staff on the utilization and maintenance of the system. Additionally, the consultant will provide the necessary documentation and other materials to the County so the County will be able to maintain the system independent of the consultant when implementation and training regarding the job evaluation/compensation plan is complete.

8. The consultant must agree to comply with all federal, state, and local laws, ordinances, rules,

regulations and executive orders pertaining to unlawful discrimination on account of race, color, creed, national origin, sex, marital status, status with regard to public assistance, disability or age.

VII. Specification for Proposals

A. All proposals submitted in response to this request for proposals must contain the following information in the order set out below:

1. Name, address and telephone number of the firm submitting the proposal. 2. Synopsis of the firm (corporation, partnership, etc.) and year established.

3. Description of the firm’s experience in developing and/or maintaining classification and compensation

systems in governmental jurisdictions, particularly in County Government.

4. Name(s) of all partner(s), principal(s) and/or owner(s) of the firm.

5. Name and biography of all proposed consultants/facilitator(s) specific to this RFP.

6. Name, title and business address of person responsible for submitting the firm’s proposal.

7. Copy of the firm’s most recent annual report.

8. Listing of proposed subcontractors, if any, and the scope of work they are expected to perform.

9. Description of the scope of involvement of county staff.

10. Narrative regarding the approach and techniques the consultant will use in identifying and evaluating information provided. This should describe the process that will be used and should include copies of the forms, questionnaires and instruments used or proposed for use in this study.

11. Description of the type of job evaluation system(s) the firm is familiar with, including discussion of

factors deemed necessary for successful implementation and maintenance of the system(s).

12. Narrative proposal on scope of work as identified above.

13. An estimate of time required to complete the project including but not limited to information, evaluation, implementation and training and a proposed timeline of work tasks, including the date of final completion of the project.

14. A breakdown of the firm's rates, fees and charges for services, by phase and for total project, and a

proposed payment schedule.

15. Proposed contract terms.

16. A statement ensuring validity of the proposal for at least ninety (90) days.

17. At least three references, preferably from other governmental units. Each reference shall include an individual contact name, name of organization and phone number. The references should be ones that the County may contact regarding projects of similar size and content as outlined in this request (both union and non-union wage and classification systems and implementation approaches).

VIII. Submittal Requirements

A. The County would prefer to deal with any questions in regards to this RFP via email on or before November 18, 2016 in order to allow adequate time for a response. Any questions asked and the County’s responses will be forwarded to all known interested parties. For consideration to be given to any proposal submitted pursuant to this RFP, 6 sealed copies of the proposal materials must be submitted by 4:00 p.m. on November 25, 2016 to:

Dawn Gregoire, Human Resources Director

Big Stone County Courthouse 20 Second St. SE Ortonville, MN 56278 Phone: 320-839-6388 Fax: 320-839-6389 Email: dawn.gregoire@co.big-stone.mn.us

All responses will be reviewed by the Big Stone County Personnel Committee. IX. Other Proposal Understandings

A. Data Practices - All proposals and any information provided in response to this RFP shall become the

property of Big Stone County and after due consideration by the County, subject to the Minnesota Data Practices Act, M.S. Chapter 13. The Act provides that all data collected, created, received, maintained or disseminated by the County shall be public unless otherwise classified and protected from disclosure by law. Pursuant to Minn. Stat. § 13.591, subdivision 3(b), once a contract has been awarded as a result of this RFP, proposals will be available for viewing and/or reproduction (at requestor’s expense). As a result, proposals should not include any information the consultant might regard as confidential or proprietary. Any statement of confidentiality made with regard to a proposal cannot be honored.

B. Addenda to the RFP - If it becomes necessary to revise any part of this RFP, addenda will be supplied to all

firms receiving this Request for Proposal.

C. Presentations - Any consultant who submits a proposal may be required to make an on-site presentation of its capability to perform as described in its proposal to the County. Such a presentation will be at the consultant's expense and will provide an opportunity for the firm to clarify its proposal to ensure a thorough mutual understanding of its content. The Human Resources Director will schedule such presentation if deemed necessary.

D. News Releases - News releases pertaining to this project shall not be made without prior written approval by

the Selection Committee.

E. Consultants Independence – The successful consultant will be considered an independent contractor with respect to all services performed.

F. The successful consultant agrees to defend, indemnify, and hold Big Stone County, its employees and

officials harmless from any claims, demands, actions or causes of action, including reasonable attorney’s fees and expenses arising out of any act or omission on the part of the vendor, or its subcontractors, partners or independent contractors or any of their agents or employees in the performance of or with relation to any of the work or services to be performed or furnished by the consultant or the subcontractors, partners, or independent contractors or any of their agents or employees under the agreement.

G. Price Changes - All prices shall be firm and not subject to increase.

H. Compliance with Laws - Consultant shall comply with all federal, state, and local laws, ordinances and

regulations applicable to the work. Consultant, at its own expense, shall secure all occupational and professional licenses and permits from public or private sources necessary for the fulfillment of its obligations in the proposal.

I. Modification or Withdrawal of Proposals - Responses to this Request for Proposal (RFP) may be modified or

withdrawn by written notice prior to the exact hour as specified for receipt of proposals. A proposal may be withdrawn in person by the consultant or its authorized representative prior to the exact hour and date set for receipt of proposal. Telephone withdrawals are not permitted.

J. Mistake in Proposals - If the apparent best qualified consulting firm discovers a mistake in its proposal of a

serious and significant nature which is unfavorable to it prior to the issuance of a purchase order or a Contract, it may request consideration be given to modifying or withdrawing the proposal. The mistake must be evident and provable. The County reserves the right to reject any and all requests for correction or withdrawal of proposal received after the hour and date shown in the specifications. In all cases, the decision of the Compensation Committee is final.

A MISTAKE IN PROPOSAL CANNOT BE CONSIDERED ONCE A CONTRACT IS ISSUED.

K. Reservation of Rights – Big Stone County reserves the right to:

1. Accept or reject any and all proposals received in response to this RFP for any or no reason, and to re-

advertise for new submittals.

2. Waive or modify any irregularities in proposals received after prior notification to the consultant.

3. Request the submission of proposal modifications at any time before the award is made, if such request is in the best interest in the County.

4. Consider proposals or modifications received at any time before the award is made, if such is in the

best interest of the County.

5. Request clarification and/or additional information from the consultant during the evaluation process. Said clarification or additional information shall be provided within two working days and shall be provided in writing.

6. Utilize any and all ideas submitted in the proposals received unless those ideas are covered by legal

patent or proprietary rights and the patent of those rights is indicated by the consultant. Proposals will become the property of Big Stone County.

7. In the event of Contract termination, enter into Contract negotiations with other qualified firms that submitted acceptable proposals, rather than redoing the proposal process for the project.

8. Negotiate with the selected consultant to include further services not identified in this RFP.

9. To negotiate with one or more applicants.

L. Expiration of the Proposal - By submitting a proposal the consultant offers to enter into a Contract, the form and content of which shall be agreed upon by both parties. Once a proposal has been submitted it cannot be withdrawn or revoked for ninety (90) days after the response deadline. The County reserves the right to waive any defects in the offer of any applicant, to reject any or all offers, and to request additional information from any or all applicants.

M. Insurance - The successful consultant shall procure and maintain in effect throughout the duration of the

project insurance coverage not less than the types and amounts specified in this section.

1. Comprehensive General Liability Insurance: with minimum limits of $1,500,000 per occurrence with coverage pertaining to operation and premises of the contractor.

2. Workers' Compensation Insurance: as required by state statute. 3. Automobile Liability insurance: with a minimum limit of $1,500,000 combined single limit (CSL), covering

owned, hired, or non-owned automobiles. Coverage provided shall be on an "any auto" basis. This insurance will be written on a Commercial Business Auto form, or acceptable equivalent, and will protect against claims arising out of the operation of motor vehicles, as to acts done in connection with the Contract, by consultant.

4. Prior to the effective date of this contract, and as a condition precedent to the contract, the consultant

will furnish the County with Certificates of Insurance listing the County as an “Additional Insured.” 5. The insurance policies listed above in paragraphs M1 to M4 may not be cancelled until after thirty (30)

days advance written notice of cancellation to the County, ten (10) days in the event of a non-payment of premium.

6. All insurance coverage must be written by companies having an A.M. Best's rating of "B+V" or better,

and that are licensed or approved by the State of Minnesota to do business in Minnesota. For further information, contact:

Dawn Gregoire, Human Resources Director Big Stone County Courthouse 20 Second St. SE Ortonville, MN 56278 Phone: 320-839-6388 Fax: 320-839-6389 Email: dawn.gregoire@co.big-stone.mn.us

THANK YOU FOR YOUR INTEREST IN BIG STONE COUNTY

Proposal for Analysis of Compensation and Pay System Structure and Implementation

_______________ agrees to provide Big Stone County with professional consulting services and we will provide the following: Compensation Study/Market Analysis $ _________________ Amend or Establish Compensation System (ie;job descriptions, FLSA status)

$__________________

Design Performance Review Tool $__________________ Implementation Strategy for Compensation System $__________________ Training for Maintenance of System $__________________ Other $__________________ Total $__________________ Along with this proposal we have included background information about our firm, references, project schedule, cost and pricing analysis and project overview. _____________________ Signature _____________________ Date

Appendix A

2016 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12Grade 2016

17 39.89 40.84 41.81 42.80 43.82 44.86 45.92 47.01 48.13 49.27 50.44 51.64

16 36.19 37.05 37.93 38.84 39.76 40.70 41.67 42.66 43.67 44.71 45.77 46.86

15 33.40 34.20 35.01 35.84 36.69 37.56 38.46 39.37 40.30 41.26 42.24 43.24

14 29.69 30.39 31.12 31.85 32.61 33.39 34.18 34.99 35.82 36.67 37.54 38.43

13 24.12 24.69 25.28 25.88 26.49 27.12 27.76 28.42 29.10 29.79 30.50 31.22

12 22.27 22.80 23.34 23.89 24.46 25.04 25.64 26.25 26.87 27.51 28.16 28.83

11 21.35 21.85 22.37 22.90 23.45 24.00 24.57 25.16 25.75 26.37 26.99 27.63

10 19.48 19.94 20.41 20.90 21.40 21.90 22.42 22.96 23.50 24.06 24.63 25.22

9 18.74 19.18 19.64 20.11 20.58 21.07 21.57 22.08 22.61 23.15 23.70 24.26

8 17.64 18.06 18.49 18.93 19.38 19.84 20.31 20.79 21.28 21.79 22.31 22.84

7 16.79 17.19 17.60 18.01 18.44 18.88 19.33 19.79 20.26 20.74 21.23 21.73

6 16.24 16.63 17.02 17.42 17.84 18.26 18.70 19.14 19.59 20.06 20.54 21.02

5 15.77 16.15 16.53 16.92 17.33 17.74 18.16 18.59 19.03 19.48 19.95 20.42

4 14.85 15.20 15.56 15.93 16.31 16.70 17.10 17.50 17.92 18.34 18.78 19.22

3 13.91 14.24 14.57 14.92 15.27 15.64 16.01 16.39 16.78 17.18 17.58 18.00

2 13.00 13.31 13.63 13.95 14.28 14.62 14.97 15.32 15.69 16.06 16.44 16.83

1 12.07 12.35 12.65 12.95 13.26 13.57 13.89 14.22 14.56 14.91 15.26 15.62

Appendix B (Rev January 2017)

Big Stone County Benefits Information: Big Stone County has a full cafeteria plan for full-time employees. Following is a brief outline of benefits available to you: Each full-time employee is given a monthly employer (PERA exempt) cafeteria contribution ($970.00 effective 1/1/15). The full-time employee will become eligible to enroll the Group PEIP Health Plan the first day of the month, following 30 days of employment. Core benefits: $20,000 life insurance policy on the employee Cost $3.00 mo. $300.00/month long-term disability coverage Cost $2.07 mo. $100.00/month short-term disability coverage Cost $1.17 mo. Core benefits are required. Premiums for the life benefits are subtracted pre-tax from the employer contribution. Premiums for the disability coverage are subtracted after-tax from the employer contribution. The remaining employer contribution may be used by the employee to purchase additional insurance and/or to put money into pre-tax reimbursement accounts:

1. Individual or Family Medical and Dental Premium Reimbursement Plan (pre-tax) (individual/family health or dental insurance policy premiums may be reimbursed pre-tax), Delta Pathfinder Group Dental insurance, Avesis Vision Plan;

2 Additional Life Insurance coverage (not pre-tax) on self and/or spouse – costs vary by the age of insured;

3 Dependent Life Insurance (not pre-tax) - $2,000 coverage – Cost $.84 (County pays ½ the cost) per month; $10,000 coverage – Cost $1.30

4. Additional Short Term Disability and Long Term Disability coverage (not pre-tax) – purchased in $100 increments 5. Flexible spending accounts (pre-tax) for Medical, Dental, Vision and Day Care expenses;

Any remaining contribution will be taken as (non-PERA eligible) taxable wages. In addition to the Cafeteria Plan options, Big Stone County offers optional deductions:

6. AFLAC insurance payment deductions (not pre-tax) available; 7. PERA Life Insurance (not pre-tax) 8. Deferred Compensation Plans (pre-tax) 9. 529 College Savings Plan

County employees participate in the Public Employees Retirement Association (PERA) and the County contributes a matching employer contribution (the percentage varies with the type of plan). County employees and family members are eligible for membership in the Affinity Plus Credit Union. One year probationary period Sick leave - one day per month 11 and ½ holidays per year Vacation – one day per month

Big Stone County Benefits Information: Each regular part-time employee (at least 35% time) is given a monthly employer (PERA exempt) cafeteria contribution. The part-time employee will become eligible the first day of the month, following 30 days of employment.

o 35-49% part-time $150 contribution o 50-74% part-time $200 contribution o 75-79% part-time $250 contribution o 80-99% part-time* $776 contribution

*Employees who work a minimum of 30 hours a week, but less than full time are eligible to enroll in the Group PEIP Health Plan. See Plan Document for details. Big Stone County part-time benefit eligible employees have the following insurance options available for purchase:

1. Individual or Family Dental Premium Reimbursement Plan (pre-tax) 2. Delta Pathfinder Group Dental Insurance 3. Avesis Vision Plan 4. Flexible spending accounts (pre-tax) for Medical, Dental, Vision and Day Care expenses;

In addition to the Cafeteria Plan options, Big Stone County offers:

5. AFLAC insurance (post-tax) available; 6. PERA Life Insurance (post-tax) 7. Deferred Compensation Plans (pre-tax or post-tax Roth options) 8. 529 College Savings Plan

County employees participate in the Public Employees Retirement Association (PERA) and the County contributes a matching employer contribution (the percentage varies with the type of plan). County employees and family members are eligible for membership in the Affinity Plus Credit Union. One year probationary period Pro-rated Sick, Vacation and Holiday pay

Appendix C POSITION DESCRIPTION

FOR BIG STONE COUNTY

JOB TITLE: Information Technology Support Technician

POSITION SUPERVISES: None

DEPARTMENT: Information Technology

FLSA STATUS: Non-Exempt

REPORTS TO: IT Director

BARGAINING UNIT: None

HOURS WORKED: 37.5 weekly

GRADE: 7

JOB POINTS: 488

DATE GRADE/POINTS ESTABLISHED: 9/2016

DESCRIPTION APPROVED BY: IT Director/County Board

DATE APPROVED: 9/20/2016

PURPOSE OF POSITION: Assist the IT director in coordinating the operations and projects of the department. The IT Support Technician is responsible for assisting in the operational support of network administration and security; providing user technical support of computer systems, applicants and connectivity issues. Engaged in the installation, repair, troubleshooting, maintenance and technical support activities for county-wide computer systems and all voice/data network systems. Assumes a backup role for the IT Director. Work is performed under the direct supervision of the IT Director, and is evaluated in progress or upon completion. ESSENTIAL DUTIES & RESPONSIBILITIES include the following. Other duties may be assigned.

• Installs and maintains PC and network hardware, software and peripherals. • Assists in maintaining county website and content. • Assists in maintaining VOIP phone system. • Supports the LAN/WAN systems software and hardware including TCP/IP networking, network

security and email. • Provides technical assistance and troubleshooting for all County computer systems. • Trains end-users on use and care of computer hardware and common software. • Supports Microsoft Office and help end-users perform basic tasks and/or troubleshoot issues. • Answers calls to IT department Help Desk and assist users with desktop support issues. Forward

calls to IT Director when necessary. Document all stages of Help Desk requests and projects. • Provides support for projects and tasks which may include operating system upgrades, system

backup monitoring, website maintenance, etc. • Assists in the maintenance of the security and integrity of County systems to protect the accuracy,

confidentiality and recoverability of data and information. • Assists with inventory control and documentation for all computer hardware, software and related

equipment. • Provides recommendations regarding new applications and provides information as requested. • Preparation for sale or disposal of obsolete IT equipment as appropriate. • Assists in the planning and preparation of the annual IT budget. • Attends IT related meetings and training. May lead IT meetings, as necessary.

• Required to access and use labor relations information, including the County’s position on economic data collected or created to prepare the County’s position for bargaining and arbitration and maintain the confidentiality of labor relations information.

• Observes all health and safety policies and procedures in the performance of all tasks. • Performs other related work as required and directed.

QUALIFICATIONS: One year post-secondary education in Information Technology or related field and one year experience required; or an equivalent combination of education and experience as deemed acceptable by Big Stone County. Associates degree in Information Technology or related field preferred. Must be able to pass an extensive background check. CERTIFICATES AND LICENSES: (position requirements at entry) • Must have valid drivers’ license. REQUIRED KNOWLEDGE, SKILLS AND ABILITIES: (position requirements at entry) • Strong working knowledge of networked personal computer hardware and software including

network systems and principles. • Working knowledge of Microsoft operating systems, software and products. Microsoft Certified

Systems Professional credentials desirable. • Demonstrated ability to communicate effectively, verbally and in writing. • Must possess ability to handle confidential and data privacy issues appropriately. • Must possess ability to solve problems and determine appropriate course of action. • Must possess ability to interpret a variety of instructions furnished in written, verbal, diagrams, or

schedule forms. • Knowledge of website management desired. • Knowledge of Voice Over IP phone systems desired. • Excellent interpersonal communication skills; ability to effectively communicate with people to

convey or exchange professional information; ability to interact with people (i.e. general public, elected official, coworkers) beyond giving and/or receiving instructions; ability to effectively communicate with the public in an approachable, professional manner; ability to effectively present information and respond to questions from groups of managers, clients, customers and the general public.

I have read the job description and its attachments and understand the responsibilities. Employee Signature Date

PHYSICAL / MENTAL REQUIREMENTS Lifting Requirements: Light Work: Exerting up to 50 pounds of force occasionally, and/or to 20 pounds of force frequently, and/or a negligible amount of force constantly to move objects. Physical demand requirements are in excess of those for sedentary work.

NEVER (N) OCCASIONALLY (O)

FREQUENTLY (F) CONSTANTLY (C)

0% or Never on Shift 1-33% of Shift 34-66% of Shift 67 -100% of Shift Physical N O F C Physical N O F C What is moved+ weight and distance

Grasping X

Computers/Printers & Binders X Twisting X Describe movement: lift, push, pull

Repeat Motion X

Lower, carry, reach above X Driving Automotive Equipment

X

Standing X Fingering/Handling X Walking X Feeling X Sitting X Visual Acuity: near X Bending/Stooping X Visual Acuity: far X Kneeling/Duration X Depth Perception X Squatting X Color Discrimination X Climbing/Height X Peripheral Vision X Balancing X Talking X Crawling/Distance X Hearing X Reaching above shoulder X Running X Reaching at or below shoulder X Other Physical Surroundings N O F C Environmental Conditions N O F C Cold (50 degrees F or less) X Chemicals X Heat (90 degrees F or more) X Gases and Fumes X Dampness X Dust X Inside Work X Radiation X Outside Work X Other: Unprotected Heights X Vibration X Around Moving Machinery X Extreme Noise X Mental Requirements: Place an “X” by all descriptions that apply to this job. 1.__X__ Exposed to stressful situations. Explanation: Demanding customers, visitors and

constituents. 2.__X__ Must be able to concentrate on work tasks amidst distraction. Explanation: Distractions

from telephone, customers and co-workers. 3.__X__ Must exert self-control. Explanation: Customers and co-workers may be difficult to deal

with. There is an expectation of providing good customer service in difficult situations.

Big Stone County Request for Proposal Page 15