HomeMy WebLinkAbout70-89 RESOLUTION70-89
RESOLUTION NO.
A RESOLUTION; AUTHORIZING THE MAYOR AND CITY
CLERK TO EXECUTE A LEASE AGREEMENT WITH THE
HOLIDAY INN CONVENTION CENTER OF SPRINGDALE,
ARKANSAS FOR DIRECT -DIAL TELEPHONE SPACE AT
THE FAYETTEVILLE AIRPORT TERMINAL BUILDING._.
• f
BE IT RESOLVED' BY THE BOARD, OF DIRECTORS OF THE'CITY OF
FAYETTEVILLE, ARKANSAS:
Section 1. That'the Board•of Directors hereby authorizes
the Mayor and City Clerk}to execute•a one (1) -year lease agreement
with the Holiday Inn Convention Center of Springdale, Arkansas for
direct -dial telephone space No. 5 at the Fayetteville Airport
Terminal Building. ,`f
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Section 2. The term of said lease shall be from September
1, 1989 through August 31, 1990, at the rate of $20.00 per month.
A copy of the lease agreement authorized for execution hereby is
attached marked "Exhibit A" and made a part hereof.
PASSED AND APPROVED this 15th day of August , 1989.
ATTEST
By:
/ l,j(elierk
Est
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s„reproWE
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APPROVED
•
BY: (?.../i erAe 7 .2
Mayor /
2.321
MICROFILMED
LEASE AGREEMENT
This LEASE AGREEMENT executed this 6th day of July
19 198By and between the City of Fayetteville, Arkansas, hereinafter
called "lessor", and new Holiday Inn Convention Center
hereinafter called "Lessee".
WHEREAS, Lessor has available for lease at the Fayetteville Airport
Terminal Building space for a direct ai.port-hotel/motel telephone:
WHEREAS, Lessee desires to lease said space from Lessor.
NOW, THEREFORE, in consideration of the mutual covenants contained
herein the parties hereby agree as follows:
1. Lessor hereby leases to Lessee, and Lessee hereby leases
frau Lessor, that certain air-hotel/motel direct phone service at
the Fayetteville Airport Terminal Building depicted on Exhibit
"An
attached hereto and made a parthereof. Said space consists of one
section identified as direct phone space number 5
2. Lessee agrees that its direct phone accompanying advertisement
will measure x.4"
3. Term. The initial term of this agreement shall be for a
period of one year commencing on the ' ..2) day of f ,
19 89r and ending on the " - day of , 1990
at 12:00 p.m. This agreement may be extended for up to 5 additional
one year teens in accordance with the following procedure: At least
60 days prior to the scheduled termination date, Lessor shall give
Lessee written notice of the monthly rent payable in the extended
term; at least 30 days prior to the termination date, Lessee shall
give Lessor written notice if Lessee exercises this option to extend.
4. Removal of direct phone and accompanying advertisement:
Upon termination or cancellation of this agreement, Lessee shall imne
diatelyt.remove_the direct 4. phone and accompanying -advertisement, in
a workmanlike manner. In the event Lessee fails to remove its direct
phone and advertisement within five (5) days from the termination
or cancellation date, said direct phone and advertisement shall be
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deemed abandoned and shall become the property of Lessor and Lessor
shall have the right to remove and dispose of said material.
5. Maintenance: The City shall maintain and clean the direct
phone carrousel. The City shall have .the right, at its discretion,
to perform necessary maintenance of any repairs to the direct phone
and accompanying advertisement in order to maintain a high standard
of appearance; the cost of such maintenance of repairs shall be paid
by Lessee within fifteen (15) days from receipt of a statement therefore
from Lessor.
6. The direct phone and accompanying advertisement shall not
be placed on the direct phone carrousel leased hereby to Lessee without
the prior approval of Lessor's Airport Committee. Lessee agrees that
Lessor's Airport Committee may disapprove any proposed phone style
and/or advertising material which Lessor's Airport Committee determines
would be detrimental to the operation of the Airport. In the event
the Airport Committee disapproves a proposed phone style and/or adver-
tisement, the Airport Manager shall state in writing to Lessee the
reasons the proposed phone style and/or advertisement would be detrimental
to the operation of the Airport. The Airport Committee and the Fayette-
ville Board of Directors shall have the right to refuse to approve
any proposed phone style and/or advertisement, which is found to violate
any federal, state, or local law or which is found to infringe upon
any copyright or trademark.
7. The City shall provide random surveillance during normal
Airport operation hours in order to protect Lessee's direct phone
carrousel space against damage from vandalism or trespass, but Lessor
shall not be liable to Lessee for any such damage. Lessor shall imme-
diately report to Lessee the discovery of any damage to Lessee's carrousel
space.
8. In the event Lessee, through no fault of its own, is deprived
from using the direct phone carrousel leased hereby, or if the public
is denied normal access to the Airport Terminal Building during regular
working hours, the consideration payable Lessor by Lessee under this
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lease shall be adjusted downward on a pro -rata basis for the period
of such deprivation or denial. Should such deprivation or denial
continue for ninety (90) calendar days Lessee may terminate this lease
as of the original date of such deprivation or denial by giving Lessor
written notice of termination.
9. .Consideration: As consideration for use of the demised premises,
Lessee agrees to pay Lessor for the term of this lease the sum of
$ 80.00
per month/or $ 20.00 per month if Lessee leases
an advertising space in the terminal building (whichever is applicable)
payable in advance on or before the first day of each month. If any
monthly payment due Lessor is not received by the 10th day of the
month Lessee shall pay a. late charge equivalent to ten (10) percent
of the monthly installment due. If the monthly installment plus late
charge are not received by the 30th day of the month, this lease shall
automatically be terminated and Lessee shall have the right to remove
the direct phone and accompanying advertisement from the direct phone
carrousel space leased hereby.
Upon execution of this lease agreement, Lessee shall deposit
with Lessor a damage deposit in the amount of $ 50.00 , Said
deposit, less expenses 'incurred by Lessor to repair damage caused
by Lessee or Lessee's agents, employees, licensees, or invitees, and
less costs incurred by Lessor to clean the display space leased hereby,
shall be returned to Lessee upon termination or cancellation of this
agreement.
10. Lessee shall not assign, transfer, pledge, or otherwise
encumber this lease without the prior written approval of Lessor's
Airport Manager. Lessee shall not sublet the demised premises and
shall not allow the demised premises to be used for any purpose not
authorized by this agreement, without the prior written approval of
Lessor.
-` 11. Lessee shall indemnify and hold Lessor harmless from and
against any and all claims, demands, suits, judgments, costs and expenses
asserted by any person or persons, including agents or employees of
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Lessor or Lessee, resulting from Lessee's use of the demised premises
including, but not limited to, claims for death or personal injury
to any person, loss or damage to property, and damages for libel,
trademark or copyright infringement, or plagiarism. In the event
any material or exhibit placed in the display space leased hereby
is determined to be in violation of any federal, state or local law,
Lessee shall immediately remove said material or exhibit and shall
indemnify, defend and hold harmless Lessor and Lessor's employees
and officials from all claims, damages and penalties which may arise
therefrom.
12! Lessee shall not, on the grounds of race, color, creed,
national origin, sex or handicap, discriminate or permit discrimination
against any person or group of persons in any manner prohibited by
Title VI of the Civil Rights Act of 1964 and Part 21 of the Regulations
of the Office of the Secretary of Transportation as now worded or
as may hereafter be amended. Lessee shall have the right to take
such action as the United States government may direct to enforce
this covenant. Nothing contained herein shall be construed to grant
or authorize the granting of an exclusive right within the meaning
of Section 308 of the Federal Aviation Act of 1958.
13. Lessee shall have the right to place, or have placed, at
the Airport any advertisement or exhibit.
14. Termination by Lessor: In addition to any other right of
termination contained herein, Lessor shall have the right to terminate
this agreement in the event of any of the following:
(a) The filing by Lessee of a voluntary petition in bankruptcy;
(b) The adjudication of Lessee as a bankrupt pursuant to bankruptcy
proceedings;
(c) The appointment of a receiver of Lessee's assets;
(d) The divestiture of Lessee's estate herein by operation of
law;
(e)
-The abandonment by Lessee of the use of the demised premises;
(f) Damage from any cause to the demised premises which damage
makes said premises untenantable for 90 days.
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15. Termination by Lessee: Lessee may terminate this agreement
by giving written notice of termination to Lessor upon the occurrence
of any of the following events'
(a) The permanent abandonment of the Airport Terminal Building
described in Exhibit "A" attached hereto and made a part
hereof.
(b) The lawful assumption by the United States government, or
any authorized agency thereof, of the operation, control
or use of the Airport in such a manner as to substantially
restrict Lessee from using the demised premises for a period
in excess of 90 days.
(c) Issuance by any court of competent jurisdiction of an injunction
preventing or restraining the use of the Airport Terminal
Building for a period in excess of 90 calendar days.
(d) Default by the City in the performance of any covenant contained
herein and the failure of the City to remedy such default
within 60 days after receipt of written notice from Lessee.
16. Notices: Notices to Lessor shall be sufficient if sent
by certified mail, addressed to Lessor's Airport Manager at 113 West
Mountain Street, Fayetteville, Arkansas 72701. Notices to Lessee
shall be sufficient if sent by certified mail addressed to Lessee
at Hiways 412 and new U.S. 71 Bypass, Springdale, Arkansas 72764
(phone: 751-8300)
IN WITNESS WHEREOF the parties hereto have executed this agreement
or. the year and date first above written.
ATTEST
By:
C
ATTEST
CITY OF FAYETTEVILLE, ARKANSAS
Lessor
13y
Mayor
Lessee
By:
Title:
0-41.14dow
2.36
8"
Phone
j13½'1
Figure 1.
Restaurant
Concourse to
Baggage Claim
12.37
- 7
Individual airport-hotel/motel direct
phone space.
(entire carrousel houses 8 individual sections)
Carrousel as seen if looking down from
the top.
6/
7
3
i/2
1
Direct phone spaces numbered 1-8.
"Airport manager's offices
Figure 2.
s
E
... -. 'f
Baggage Claim
"EXHIBIT "A"
RESOLUTION NO. 72-89
e 7,3
A RESOLUTION AUTHORIZING AN AWARD OF CONTRACT
FOR A NOT -TO -EXCEED FEE OF $60,000.00 TO THE
HAY GROUP TO CONDUCT A PAY PLAN STUDY AND A
REQUEST FOR A BUDGET ADJUSTMENT FROM FUNDS
AVAILABLE FROM THE WORKER'S COMPENSATION
PREMIUM TAX ACCOUNT.
BE IT RESOLVED BY THE BOARD OF DIRECTORS OF THE CITY OF
FAYETTEVILLE, ARKANSAS:
Section 1. That the Mayor and City Clerk are hereby
authorized and directed to execute contract for a not -to -exceed
fee of $60,000.00 to The Hay Group to conduct a pay plan study. A
copy of the contract authorized for execution hereby is attached
hereto marked Exhibit "A" and made a part hereof.
Section 2. The Board of Directors hereby approves the
budget adjustment attached hereto marked Exhibit "B" and made a
part hereof.
PASSED AND APPROVED this 15th day of August `x 1989.
APPROVED •
By:
ATTEST
Clerk
40,
i7 -e;77/1; -'7,2efr •
Mayor /%
MICROFILMED
PROFESSIONAL SERVICES CONTRACT
The City of Fayetteville, Arkansas (the City) hereby requests and contracts with the
Hay Group (the Contractor) to conduct a Compensation and Position Classification
Study (the Study). The specific requirements of the Study are set out and described
in the Hay Group's proposal to The City of Fayetteville, titled, a Proposal for
Comprehensive Study of Compensation and Position Classification Systems
(the Proposal), dated June, 1989, attached and hereby incorporated in this contract
by reference, and amended below.
On $"15-$/ , the City:> d, in regular session, voted to accept the
Proposal and authorized the presentklMayor} r�u sj_� icy to enter into a
contract with the Hay Group on behalf of the City to provide the service as
described in the Proposal for fees and expenses as stated, not to exceed $60,000.
In the event that the City decides to increase or modify the scope and or
requirements of the Proposal, it is agreed that the professional fees and expenses
will be mutually renegotiated to reflect these modifications.
Invoices will be rendered monthly for the fees and expenses incurred in the period
and are due within thirty days.
The Study will commence on or around but not later than October 1, 1989 and will
be completed within five months.
This contract and the Proposal incorporated by reference constitute the complete
agreement between the City and the Contractor.
aZecaer,;/
Mayo` th7fzet
For the City of Fayetteville,
By: jV,1/ium V. Mart l
Date: $-617
Attest:
Arkansas
Vice President
For The Hay Group
By: Richard D. Maus
Date:
2C, M '?
Amendments to Attached Proposal:
•
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• The number of interviews and desk audits will not exceed 35;
• All job specifications that are still generally valid will be revised
rather than totally rewritten;
• Existing salary and benefits survey data will be used, rather than
conducting a custom survey, or the City will administer a survey to
supplement published surveys;
• Word processing and revisions of new class specifications will be done
by the City or local typists;
• Point factor evaluations will be done in consulting offices in Dallas,
eliminating several trips. Occasional on-site input by the Personnel
Officer is suggested;
• Selected data entry of information about jobs, evaluations, names, and
current pay will be done by the City for use by the City and
consultants.
CITY OF FAYETTEVILLE
Proposal for Comprehensive Study of
Compensation and Position
Classification Systems
June 1989
Prepared By:
Stanford S. Fader
• Vice President
Carlos J. Green III
Senior Consultant
is
EACKGROUND_AND OBJECTIVES
The City of Fayetteville is requesting assistance in performing a comprehensive review
and study of its job descriptions, position classification program, pay plan, and
benefits plans, which cover approximately 120 positions and 350 employees.
Substantial changes have occurred in the City within the last five years, including a
comprehensive reorganization. City services have expanded, departments have
reorganized, program emphasis has changed, and positions have been restructured
without corresponding changes in the formal classification and compensation systems
since they were reviewed in 1986. Consequently, a thorough study of the position
classification, pay and benefit plans is required to promote and assure internal equity
in pay and maintain competitiveness in the external pay markets in which the City
competes for qualified personnel.
The City of Fayetteville is seeking assistance in developing a classification and
compensation system that will accommodate changes in job content and organizational
structure over time with the necessary supportive training and documentation to allow
City staff to maintain the system with a minimum amount of administrative effort.
The primary objectives of the proposed study are:
o Group similar positions into appropriate classes on the basis of the duties and
responsibilities of each position while ensuring the necessary degree of flexibility
to withstand periods of organization change and job restructuring.
o Determine internal relationships of classes to each other and examine the equity
of pay within and among the positions within each class.
o Determine the City's compensation position relative to pay and benefits in the
competitive marketplace.
o Train City employees to administer the classification and compensation systems
with the aid of formal, written salary administration policies and procedures.
HayGroup
PHASE I: CLASSIFICATION STUDY
1. Project Planning and Initial DataJteauest
The consultants will meet with appropriate City of Fayetteville staff to discuss
the objectives of the study, the specific project steps, arrangements for interviews
and meetings, and to identify materials to be furnished to the consultants. The
consultants will design the Position Description Questionnaire which will be
reviewed and approved before being administered to all employees.
Usually a mass, written communication is distributed to all employees
announcing the project and describing in appropriate detail what is being done,
when and how. This type of communication often takes the form of a memo or
letter to all employees. Other formats may also work well, and the decision
about the most appropriate format will be made with City of Fayetteville project
staff and approved at the project planning meeting.
2. Job Analysis
Hay consultants will collect job content information using the following methods:
o Management Interviews
The City of Fayetteville will establish with the consultants an interview
schedule with the five Department Directors for interviews of approximately
1-1/2 hours each. These interviews will provide the basis for the formal
descriptions of these key jobs. In addition, the Division Heads
(approximately 45 people) will be gathered in small groups for focus group
sessions designed to provide the consultants with an understanding of their
jobs, the entire organization, its structure, culture and management style,
major challenges and major management goals and objectives. Each focus
group should have eight or nine participants, and each session will last
approximately 1-1/2 hours, and will be scheduled by City of Fayetteville
personnel.
o Position Description Questionnaire
The City will administer the approved Position Description Questionnaire to
all employees, using City staff as Job Analysts who will distribute the
questionnaires, gather completed questionnaires, review for completeness and
accuracy, and seek clarification from job holders when necessary. The
completed .Position Description Questionnaires and existing position
descriptions and background information will be reviewed and used
throughout the project by the consultants.
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o Field/Desk Audits
The consultants will perform field and desk audits in cases where
questionnaire information is unclear or incomplete. It is our experience that
these audits are usually required for no more than 25% of the jobs. These
audits may take the form of supervisory interviews, short personal interviews
with incumbents, actual on-site observation of work, or telephone
conversations with incumbents.
3. Classification
Based on the completed Position Description Questionnaires and other available
data, jobs will be assigned to classes based on job content so that jobs with
similar content and requirements will be classed together. A complete list of all
class assignments will be presented and reviewed carefully with appropriate City
personnel to ensure the results are appropriate to the values and culture of the
organization. This review will include alist showing movement of fobs from the
current class structure to the new class structure.
The completed position description questionnaires for each job in a cluster of
similarly evaluated jobs will be consolidated into classification specifications
developed based on the common elements of the jobs in the class. Classification
specifications will be written for each job classification in the City of Fayetteville.
The consultants will prepare and present a report showing the classification
specifications and the allocation of jobs to classes for Department Directors, the
Personnel Officer and the City Manager for their review and approval.
!HayGroup
PHASE II: PAY AND BENEFITS SURVEY
1
1. Job Evaluation
Hay consultants will work with City of Fayetteville personnel to evaluate the
City's job classes based on the class specifications. The Hay Guide Chart -Profile
method of job evaluation will be used to assign points to the classes based on
three factors which cover eight dimensions that are common to all jobs in varying
degrees. The three factors and their dimensions are described as follows:
Know How
o Depth of Knowledge - considers the complexity of the skill or discipline
required in the job, combined with the depth of knowledge needed for fully
competent job performance.
o Management Breadth - measures the size and diversity of functions or
major segments of the organization which the job must manage.
o Human Relations Skills - addresses the level of interpersonal skills
needed.
Problem Solving
o Thinking Environment - considers the latitude afforded by the job to
identify and solve problems, evaluate alternatives or create new approaches.
o Thinking Challenge — measures the complexity and breadth of problems
and the intensity of the thought process required to solve them.
Accountability
o Freedom to Act - considers the latitude the job has in terms of personal
or procedural control and guidance in taking action and making or
implementing decisions.
o Impact - addresses the job's impact on desired end results.
o Magnitude - measures the resources over which the job has control, along
with the type of impact.
HayGroup
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The job evaluation process can be completed in one of' two ways:
Alternative 1: The consultants will evaluate the classes, assigning points
to each classification and preparing a report explaining the
methodology used and the range of points for each
classification. This report would be presented and
approved by appropriate City of Fayetteville personnel.
Alternative 2: The consultants will train and work with a job evaluation
committee composed of a cross section of City of
Fayetteville personnel, who will evaluate the classes and
assign points to each classification. Hay consultants will
then prepare and present a report explaining the
methodology used and the range of points .for each
classification for approval of the City of Fayetteville.
Alternative 1 would be the fastest, and therefore the least expensive, of the two
alternatives. Alternative 2 offers the City the additional value of having several
people within the organization familiar with the Hay Guide Chart -Profile method
of job evaluation and provides significant input and ownership in the process.
A unique feature of the Hay Guide Chart -Profile method is its ability to compare
pay on the basis of job content across disciplines and between classes. The
primary outcomes of this method of Job evaluation are:
o An internal ranking of classes that also measures and quantifies the
distances within and between classes
o A quantitative framework for developing a salary structure that is both
internally equitable and externally competitive
o A system that is flexible and adaptive to organization and environmental
changes
o A direct link to Hay's proprietary data base containing thousands of jobs
evaluated similarly to those of the City of Fayetteville, which furnishes
information regarding the competitive market
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2. Compensation and Benefits Survey
The consultants will design, administer, analyze and process a special
compensation and benefits survey of selected organizations in the Fayetteville
area, as well as other selected municipalities. The City will identify the
organizations to be surveyed and assist in contacting participating organizations.
A representative sample of jobs in all job categories (i.e. Police, Fire, Labor,
Clerical, Professional, Managerial) will be included. Hay will evaluate survey
participants' jobs according to the same job content criteria used when evaluating
City of Fayetteville jobs to ensure accurate job matching with survey participants.
This provides the basis for consistent comparisons taking into account differences
in job content through the assignment of points to surveyed jobs, rather than just
a simple title match.
Using the findings from the survey, the consultants will meet with the City's
Budget Coordinator, Assistant City Manager, and Assistant Administrative
Services Director to 1) discuss the fiscal constraints on the City, and 2) determine
the City's pay position relative to the different external markets through a
detailed analysis of external competitiveness, and 3) identify current pay
inequities which may require attention.
3. Salary Ranges
Hay will develop an appropriate salary structure and salary ranges for all jobs
covered by the study. This will include assignment of each class of positions to
a pay grade, considering internal equity and market competitiveness issues as
well as the fiscal environment in which the City operates. When the salary
structure and ranges have been determined, the consultants will prepare and
present a report for discussion and approval by the Personnel Officer and City
Manager which describes the methodology used and itemizes the results of the
class evaluations, including the point ranges assigned to each class. This report
will also contain information about the estimated costs to the City of
implementing the proposed new pay structure.
4. Program Management and Salary Administration
Transfer of knowledge about the processes, procedures and systems to City
personnel is imperative so they can easily and effectively administer the
programs once they are implemented. Throughout the course of this project,
communication and training between the City's project team and the consulting
team will be a continuous, interactive and ongoing process so that the knowledge
of the processes and procedures necessary to effectively administer the programs
are completely transferred to City personnel.
HayGroup 6
PRASE TTI: FORMAL REPORTS
At the completion of Phases I and II, formal reports will be provided which will
include a summary of the procedures and methodology used in developing the
programs to that point. These reports will be reviewed with City staff, edited and
consolidated for a formal presentation to the City's Board of Directors.
A survey feedback report will be provided to all survey participants upon the
completion of Step 1 of Phase II. This feedback report is one way of encouraging
desired participants to dedicate their time and effort to completing the survey
questionnaire and providing us with data.
The consultants will draft recommended actions for guiding the day-to-day
administration of the Position Classification and Pay Plans. Documentation regarding
how the system can be maintained, including administrative procedures and
guidelines will be provided to the City to ensure that the program can be effectively
admini stered.
•
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PROJECT COSTS
Consulting fees are based on our best estimate of the time and consultant level
required to deliver quality results as defined in our proposal. The following schedule
shows the estimated range of fees associated with each of the major project phases.
Consulting Fees Overhead
PHASE I $22,000 $2,200
PHASE II $30,000-$35,000 $3,000-$3,500
PHASE III $4,250 $425
Hay Management Consultants agrees to provide the services described in this proposal
for professional fees of $56,000 to $61,000, depending on which alternative is chosen
in Phase II. This represents our best estimate of consulting time required to prepare
documents which meet the highest standards of quality. Total estimated costs are
further broken down as follows:
46 Professional Workdays X average of $1,250 per day $56,250
Fourteen trips to Fayetteville X $200 airfare 2,800
Twenty three days of hotel and meals at approx. $100 per day 2,300
Twenty three days of local car rental at approx. $40 per day 920
Overhead: 46 days X average of $125 per day 5,625
Computer expenses, graphics, other services 2.500
Total estimated charges, assuming Alternative 1 is chosen
for the Job Evaluation step of Phase II $70,395
Additional estimated charges if Alternative 2 is chosen for
the Job Evaluation step of Phase II $ 7,640
All out-of-pocket expenses are charged at cost, and the numbers quoted above
represent our best estimate of expenses which will be billed to the City of
Fayetteville.
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The fees quoted represent what Hay feels to be a realistic estimate of the time and
expenses required to perform the project as outlined in the proposal. However, there
are some alternative approaches which, if applied, could reduce the fees quoted.
Some of those alternatives might be:
o The consultants will train City of Fayetteville employees to revise or write
classification specifications. This limits the time of consultants to training and
quality control, thus reducing the cost of that step of the project, and increases
City employees' involvement in the project.
o Reduce the required number of interviews and job audits. We would be very
willing to work with the City to determine a lower estimate of required
interviews and audits which would still include a good cross sample of City
employees.
Please let us know you are interested in discussing these or other alternatives which
will involve more City staff time in an effort to reduce the quoted fees.
Fees will be billed to the City in three equal installments. Payment are due within
30 days of the invoice date. It is understood that if additional items are requested
above those specified in the proposal, they will be billed at the average daily rate for
the level of consulting expertise required. If at any time during the course of the
assignment you fmd it necessary or desirable to terminate our services, you are free
to do so and are only obligated to pay fees and expenses incurred up to that point.
We will staff this project to assure that our services are of the highest quality and
that you receive the best possible return on your investment. Biographical
information on the Hay consulting team is included in this proposal.
HayGroup 9