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Ms. Debbie Pollart Page 2  Identify succession planning tools to help prepare for retirements and separations.  Provide recommendations pertinent to the department’s organizational structure and staffing levels. Management Partners has extensive experience with similar work and is prepared to reach your goals for this project. We make a commitment to quality and timely performance with each client we serve. Activity 1 – Start Project We will begin this project by meeting with you and others you designate to discuss the details of the project approach and execution. The project start-up activity forms the foundation of the relationship between Management Partners and your team. During this initial meeting, we will confirm deliverables and due dates to ensure the project is completed on time and on budget and that our proposed scope of work is aligned precisely to meet your goals. It will also be important to introduce this initiative to department managers and employees properly to ensure a good start. We will discuss communication protocols during this meeting as well. We will have provided a data request prior to this meeting and will review the material provided in advance. This will likely include budgets, staffing, departmental strategic or business plans, prior studies, employee turnover data, as well as data on the full-time workforce in the department (e.g., age and length of service by position). We understand that the work associated with this review is in addition to the normal work of the organization. Our goal is to integrate our activities in a manner that is thoughtful and minimizes disruption to the department. Activity 2 – Gather Information Next, we will conduct a high-level analysis of the organizational structure, staffing and spans of control. We will conduct up to 20 interviews with you, the deputy director, and managers and supervisors in the Public Works Department to understand different perspectives about strengths and weaknesses, staffing levels, workload, training and promotional opportunities, and to hear ideas for improving efficiency and effectiveness. We plan on conducting most of the interviews onsite and some remotely, depending on the Pandemic. To provide an opportunity for all employees to share feedback about the Public Works Department’s structure and workload, we will design and administer an electronic survey for all department employees. We will develop a draft and review it with you before finalizing it. We want to ask their opinions about staffing, workload, training and professional development, and other issues that arise during the interviews. We will work with you to ensure that any employees who do not have access to a computer are able have access to a paper copy. At the conclusion of this activity, we will summarize results, develop themes, and identify any additional information gathering work that will round out our understanding of the Public Works Department’s structure and staffing. Activity 3 – Analyze Organization Structure and Staffing Levels Using the information from interview and our review of data and documents, we will analyze the Public Works Department’s structure, staffing, workload and spans of control, taking into account best practices in the industry as well as what is working well. We will examine each division and consider alternative structures, as warranted. Workload and priorities will be important as we consider any