A. Collect & Review Program Documentation: i. Gather existing documentation related to the Career Path Program, including policies, procedures, training materials, performance worksheets and definitions. ii. Examine the overall structure of the program, including its goals, objectives, and alignment with the organization's strategic mission. B. Engage Stakeholders: i. Create a list of key stakeholders, including City leadership, Public Works Director, supervisors, managers, and staff at different levels. ii. Develop an implementation plan for engaging stakeholders through interviews, surveys, focus groups, and/or workshops. C. Conduct Perception Analysis: i. Conduct qualitative interviews/workshops with stakeholders to understand their perceptions of the Career Path Program and gather firsthand insights into their experiences. ii. Analyze interview data to extract themes and patterns related to stakeholder perceptions. iii. Further analyze the strengths, weaknesses, opportunities for improvement within the program, and any challenges associated with the Career Path Program. D. Evaluate Compensation Structure: i. Evaluate the current compensation structure, considering factors such as fairness, competitiveness, and alignment with organizational goals. ii. Evaluate compensation data to assess its impact on the organizational structure, operations, and staff satisfaction. iii. Evaluate market competitiveness of the program to attract and retain talent. iv. Identify areas of alignment or misalignment between compensation and program goals.
