CITY OF CARMEL-BY-THE-SEA

Council Report
March 3, 2015
To:

Honorable Mayor, Members of the City Council,

Douglas J. Schmitz, City Administrator

From:

Paul Wood, Finance Manager

Subject:

Resolution authorizing the City Administrator to Execute Agreements

with Paychex Flex Payroll Plan, Taxpay Service, Reporting and Human
Resources Online Services

RECOMMENDATION(S):
Adopt the Resolution selecting Paychex Flex Payroll Plan, Taxpay Service, Reporting and
Human Resources Online Services and authorize the City Administrator to execute a two
year agreement with Paychex, and an additional two year extension for a not to exceed
annual amount of $31,000 for Human Resources and Payroll System Services.
EXECUTIVE SUMMARY:
City staff issued a Request for Proposals (RFP) for cloud-based human resources (HR) and
payroll system on November 21, 2014. Four proposals were received by the stated deadline
of January 15, 2015. Based upon the proposals received, staff is recommending that the City
enter into an agreement with Paychex for HR and payroll systems for a two year period from
March 5, 2015 to March 4, 2017 for an annual amount not to exceed $31,000 per year.
ANALYSIS/DISCUSSION:
The City is seeking a vendor to provide a cloud-based HR and payroll system to replace its
current system. Cloud-based means that services are availability to users on demand via
the Internet from a cloud computing providers service. The HR goals of the new system
would be to improve the Citys ability to record and track employee pay and benefits; maintain
employee records; generate various reports; personnel control and management; risk
management; tracking of such items as turnover, position history, equal opportunity
employment, grievances and training. On the payroll side, the system would also record
accruals, leaves, and overtime; calculate base, special and overtime pay and assist with
compliance federal and state taxes, retirement (PERS) and any labor agreements as well as
allow employees to view paystubs and W-2 forms online.
Four proposals were received on time in response to the RFP, one report was late and
disqualified. The four proposers were (1) CentricHR, (2) Insperity, (3) Paychex, and (4)
Pinnacle Payroll. Each of the proposals was evaluated by staff based upon the qualifications
of the firm, including its project management experience and project team members; the

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proposed work plan and schedule for implementation; the functionality of the proposed
system (i.e. whether features are fully provided and out of the box, customized or require
third party software) and the level of support provided during and post implementation.
Based upon the criteria, staff is recommending that the City enter into an agreement with
Paychex.
Paychex, Inc. is a provider of integrated technology solutions for HR, payroll, retirement and
insurance services, with 43 years of industry experience. The main corporate headquarters
are located in Rochester, New York, with a local office in Watsonville, CA. The HR module
proposes to provide online payroll and benefits processing, as well as unemployment
insurance services, COBRA administration, employee handbooks, HR support with a
dedicated toll-free support line, an on-site HR generalist and a Safety and Loss Control
representative that can provide onsite training and consultation.
Once an agreement is executed, the Paychex HR Generalist will meet with City staff and
conduct an HR assessment of the current system. An initial assessment list will be
generated and a 12-month calendar of services created in order to begin implementation.
FISCAL IMPACT: The anticipated cost for services for Paychex are noted in the table below
and include a one-time implementation fee and an administrative fee paid semi-monthly,
based upon the number of employees. The cost for year one of the HR/ Payroll System
(Fiscal Year 14-15) is included in the IT Strategic Plan budget.
Component
Implementation fee (1x)
Administrative Fee
Total

Year One
$3,200.00
$26,922.24
72 employees
$30,122.24

Year Two
$0
$28,194.24
77 employees
$28,194.22

PREVIOUS COUNCIL ACTION/DECISION HISTORY:

None
ATTACHMENTS:
1. City RFP
2. Resolution

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APPROVED:

____________________________________
Douglas J. Schmitz, City Administrator

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RESOLUTION 2015-_____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARMEL-BY-THE-SEA
SELECTING PAYCHEX FLEX PAYROLL PLAN, TAXPAY SERVlCE, REPORTING AND
HUMAN RESOURCES ONLINE SERVICES AND AUTHORIZING THE CITY
ADMINISTRATOR TO EXECUTE THE ADMINISTRATIVE SERVICES AND ADOPTION
AGREEMENTS WITH PAYCHEX FOR A PERIOD OF TWO YEARS, AND AN ADDITIONAL
TWO YEAR EXTENSION FOR HUMAN RESOURCES AND PAYROLL SYSTEM
SERVICES WITH AN ANNUAL AMOUNT NOT TO EXCEED $31,000.
WHEREAS, the City issued a Request for Proposals for a cloud-based human
resources and payroll system; and
WHEREAS, Paychex was selected based upon the qualifications of the firm, the work
plan and the functionality of the proposed financial system and support services, and
NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITY
OF CARMEL-BY-THE-SEA does hereby
1. Adopt the Paychex Flex Payroll Plan, Taxpay Service, Reporting and Human
Resources Online Services; and
2. Authorize the City Administrator to Execute the Administrative Services
Agreement and an Adoption Agreement setting forth the terms and conditions
of the Agreement for a period of two years; and
3. Authorize the City Administrator to Execute an Additional Two Year Extension
to the Administrative Services Agreement upon mutual agreement of the
Parties.
PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF CARMEL-BYTHE-SEA on this 3rdday of March 2015 by the following roll call vote:
AYES:

COUNCIL MEMBERS:

NOES:

COUNCIL MEMBERS:

ABSENT:

COUNCIL MEMBERS:

ABSTAIN:

COUNCIL MEMBERS:

SIGNED:

ATTEST:

Jason Burnett, MAYOR

Lee Price, MMC

Interim City Clerk

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CITY OF CARMEL-BY-THE-SEA
REQUEST FOR PROPOSALS
HUMAN RESOURCES AND PAYROLL SYSTEM (CLOUD-BASED)
RFP# 1415-67-02

1. INTRODUCTION
The City of Carmel-by-the-Sea is seeking a cloud-based Human Resources and Payroll
system to replace its current system. Systems from responding proposers must, at a
minimum, be cloud-based and consist of the following modules: Human Resources and
Payroll.

2. BACKGROUND
Carmel-by-the-Sea is one square mile in area, with a population that has remained steady
at between 4,000 and 4,100. Through the diligent efforts of dedicated and hard-working
citizens and their elected and appointed officials, Carmel-by-the-Sea has retained much
of its heritage and the quality of life which drew those first settlers to its midst.
Carmel-by-the-Sea was first incorporated as a City in 1916. It was founded by artists and
writers-among them Jack London, George Sterling, Mary Austin and Robinson Jeffers.
Carmel-by-the-Sea is resplendent in rich natural beauty and prides itself on its white sand
beach, luxuriant landscaped bluffs, verdant urban forest, natural parklands and roadside
greenbelts.
Annual revenues are between $12 million and $14 million per year, and the City employs
approximately 72 full-time equivalent (FTE) people.

3. SCOPE OF SERVICES
The selected firm will perform and provide the following:
A cloud-based (i.e., available to users on demand via the Internet from a cloud
computing providers servers) Human Resources and Payroll system which will
include the following functions (see Attachment 1 for detailed functionality within
each module):
Human Resources
Payroll
Data conversion services and implementation training

The contracted firm shall perform the following activities to complete the conversion and set up
of financial system:
1. Determine that City has the requisite hardware and software required to fully
implement solution.
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2. Provide a Statement of Work which addresses the scope, roles and responsibilities
of all individuals involved,
3. Provide proof of data security and encryption, redundancy and assurances as to
availability,
4. Provide a Service Level Agreement,
5. Attend meetings with the City Council and appropriate staff, as necessary.

4. INSTRUCTIONS TO PROPOSERS
4.1

Examination of Proposal Documents

The submission of a proposal shall be deemed a representation and certification
by the Proposer that they:
4.1.1
4.1.2
4.1.3
4.1.4

4.1.5

Have carefully read and fully understand the information that was
provided by the City to serve as the basis for submission of this proposal.
Have the capability to successfully undertake and complete the
responsibilities and obligations of the proposal being submitted.
Represent that all information contained in the proposal is true and correct.
Did not, in any way, collude, conspire to agree, directly or indirectly, with
any person, firm, corporation or other Proposer in regard to the amount,
terms or conditions of this proposal.
Acknowledge that the City has the right to make any inquiry it deems
appropriate to substantiate or supplement information supplied by
Proposer, and Proposer hereby grants the City permission to make these
inquiries, and to provide any and all related documentation in a timely
manner.

No request for modification of the proposal shall be considered after its

submission on grounds that Proposer was not fully informed to any fact or
condition. The City shall not be responsible for nor be bound by any oral
instruction, interpretations or explanations issued by the City or its
representatives.

4.2

Submission of Proposals
The City is not holding a pre-proposal bidders conference. All vendor questions
should be addressed via e-mail to the Project Manager, Paul Wood, CPA
(pwood@ci.carmel.ca.us).
All proposals shall be submitted to:
City of Carmel-by-the-Sea
PO Box CC
Carmel-by-the-Sea, CA 93921

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Proposals must be delivered no later than 5:00 p.m. on Thursday, January 15,
2015. All proposals received after that time will be returned to the Proposer
unopened.
The Proposer shall submit two (2) copies of its proposal in a sealed envelope,
addressed as noted above, bearing the Proposers name and address clearly
marked with the RFP number (RFP#1415-67-02).
4.3

Withdrawal of Proposals
A Proposer may withdraw its proposal at any time before the expiration of the
time for submission of proposals as provided in the RFP by delivering a written
request for withdrawal signed by, or on behalf of, the Proposer.

4.4

Rights of the City of Carmel-by-the-Sea

This RFP does not commit the City to enter into a contract, nor does it obligate
the City to pay for any costs incurred in preparation and submission of proposals
or in anticipation of a contract. The City reserves the right to:

Make the selection based on its sole discretion;

Reject any and all proposals;
Issue subsequent Requests for Proposals;
Postpone opening for its own convenience;
Remedy technical errors in the Request for Proposals process;
Negotiate with any, all or none of the Proposers;
Accept other than the lowest offer;
Waive informalities and irregularities in the Proposals and/or
Enter into an agreement with another Proposer in the event the originally
selected Proposer defaults or fails to execute an agreement with the City.

An agreement shall not be binding or valid with the City unless and until it is executed by
authorized representatives of the City and of the Proposer.

5. PROPOSED RFP TIMELINE

The RFP Timeline is as follows:
RFP Issued
Deadline for Receipt of Proposals
Contract awarded
Completion of implementation and training
Consultant availability through

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November 21, 2014

January 15, 2015
January 22, 2015

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6. INFORMATION TO BE SUBMITTED
These instructions outline the guidelines governing the format and content of the proposal
and the approach to be used in its development and presentation. The intent of the RFP is
to encourage responses that clearly communicate the Proposers understanding of the
Citys requirements and its approach to successfully provide the products and/or services
on time and within budget. Only that information which is essential to an understanding
and evaluation of the proposal should be submitted. Items not specifically and explicitly
related to the RFP and proposal, e.g. brochures, marketing material, etc. will not be
considered in the evaluation.
All proposals shall address the following items in the order listed below and shall be
numbered 1 through 5 in the proposal document.
6.1 Proposal Summary
This section shall discuss the highlights, key features and distinguishing points of the
Proposal and a list of individuals and contacts for this Proposal and how to
communicate with them.
6.2 Profile on the Proposing Firm(s)
This section shall include a brief description of the Prime Proposers firm size as
well as the proposed local organization structure. Include a discussion of the Prime
Proposer firms financial stability, capacity and resources. Include all other firms
participating in the Proposal, including similar information about the firms.
Additionally, this section shall include a listing of any lawsuit or litigation and the
result of that action resulting from (a) any public project undertaken by the Proposer
or by its subcontractors where litigation is still pending or has occurred within the
last five years or (b) any type of project where claims or settlements were paid by the
consultant or its insurers within the last five years.
6.3 Qualifications of the Firm
This section shall include a brief description of the Proposers and proposed subconsultants qualifications and previous experience on similar or related projects.
Provide descriptions of pertinent project experience with other public municipalities
that includes a summary of the work performed, the total project cost, the percentage
of work the firm was responsible for, the period over which the work was completed,
and the name, title, and phone number of clients to be contacted for references. Give
a brief statement of the firms adherence to the schedule and budget for the project.
6.4 Work Plan or Proposal
This section shall present a well-conceived service plan. Include a full description
of major tasks and subtasks. This section of the proposal shall establish that the
Proposer understands the Citys objectives and work requirements and Proposers
ability to satisfy those objectives and requirements. Succinctly describe the proposed
approach for addressing the required services and the firms ability to meet the Citys
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schedule, outlining the approach that would be undertaken in providing the requested
services.
6.5 Proposal Costs
The fee information is relevant to a determination of whether the fee is fair and
reasonable in light of the services to be provided. Provision of this information
assists the City in determining the firms understanding of the project and provides
staff with tools to negotiate the cost.
This section shall include the proposed costs to provide the services desired. Include
any other cost and price information that would be contained in a potential agreement
with the City. The hourly rates may be used for pricing the cost of additional
services outlined in the Scope of Work.
PLEASE NOTE: The City of Carmel-by-the-Sea does not pay for services before it
receives them. Therefore, do not propose contract terms that call for upfront
payments or deposits.
Insurance Requirements
The selected Proposer(s), at Proposers sole cost and expense and for the full term of the
Agreement or any extension thereof, shall obtain and maintain, at a minimum, all of the
Citys insurance requirements as noted below:
Coverages

Limits of Liability

General liability, including bodily injury,

property damage, and contractual liability

$1,000,000 each occurrence

Automobile liability, including bodily injury

and property damage

$1,000,000 each occurrence

Professional liability

$1,000,000 each occurrence

$1,000,000 aggregate

7. REVIEW AND SELECTION PROCESS

City staff will evaluate the proposals provided in response to this RFP based on the
following criteria:
Quality and completeness of proposal;
Proposers experience, including the experience of staff to be assigned to the
project, the engagements of similar scope and complexity;
Cost to the City;
Proposers ability to perform the work within the time specified;
Proposers prior record of performance with other cities or governmental
agencies.

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8. ORAL INTERVIEWS
Proposers may be required to participate in an oral interview.
9. COLLUSION
By submitting a proposal, each Proposer represents and warrants that their proposal is
genuine and not a sham or collusive or made in the interest of or on behalf of any person not
named therein; that the Proposer has not directly induced or solicited any other person to
submit a sham proposal or any other person to refrain from submitting a proposal; and that
the Proposer has not in any manner sought collusion to secure any improper advantage over
any other person submitting a proposal.
10. NON CONFORMING PROPOSAL
A proposal shall be prepared and submitted in accordance with the provisions of these RFP
instructions and specifications. Any alteration, omission, addition, variance, or limitation of,
from or to a proposal may be sufficient grounds for non-acceptance of the proposal, at the
sole discretion of the City.
11. QUESTIONS
Please direct any questions regarding this RFP to:

Paul Wood, CPA

Finance Manager
City of Carmel-by-the-Sea
PO Box CC, Carmel-by-the-Sea, CA 93921
Email address: pwood@ci.carmel.ca.us
Phone: 831-620-2019

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ATTACHMENT 1
ESSENTIAL FINANCIAL SYSTEM FUNCTIONALITY

This Attachment lists system features that the City of Carmel-by-the-Sea considers to be essential Financial System Functionality for the way
they do business. It should not be considered an attempt to list the common functionality that any financial system would be expected to
contain.
Vendors will be required to warrant that their financial systems will fulfill the functionality described in this Attachment, as well as any
additional functionality described in the vendors literature or functionality presented in the software demonstrations.
All Vendors must respond to each of the requirement items listed in the following section using one of the responses listed below. Each item
must have a response entered into the Vendor Response section from the listed responses in order to be considered. Vendors are encouraged
to use the Vendor Comments section to help clarify any of their responses.
RESPONSE KEY
FP = Fully provided out-of the box
CO = Supported with appropriate configuration (no changes to underlying standard software code required)
CU = Custom development to underlying code is required. Provide estimated price of modification in Comments column
TP = Third party software required. Identify required third party software in Comments column
NA = Not available

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ITEM
HR-1

HR-2

HR-3
HR-4
HR-5
HR-6
HR-7
HR-8
HR-9
HR-10
HR-11
HR-12
HR-13
HR-14
HR-15
HR-16
HR-17
HR-18
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HR-19

HR-20
HR-21
HR-22

FEATURE
ANALYSIS:
Provide for the projection of salaries (including vacant positions) in a variety of
ways, including but not limited to: by individual, classification, department and / or
Citywide, based on the projected awarding of salary increases and bonuses.
Provide statistical analysis of total compensation (i.e., salary, bonuses, benefits, etc.)
within the City and with other governmental organizations and private sector
companies.
BENEFITS:
Record and track all benefit information using multiple tiers with exceptions.
Record and track type of benefit.
Record and track insurance plan chosen by employee.
Record and track name.
Record and track social security number for all enrolled participants.
Record and track date of birth of dependents covered by plan.
Record and track type of coverage (e.g., single or family coverage).
Record and track insurance premiums.
Record and track COBRA coverage.
Record and track retiree coverage.
Record and track amount of reimbursements to employees.
Record and track enrolled retirement plan.
Record and track employee / employer contributions.
Record and track payments toward each specific benefit.
List the total number of tiers that can be provided, along with the number of subtiers.
Provide control check for a benefit based on eligibility (dependent age and school
status, employee date of hire, marital status, etc.). Must be able to handle multiple
benefit tiers and fixed monthly contributions per the City's Employee Benefit Plans.
Provide an insurance benefit open enrollment update screen to allow employees to
update benefit changes during the yearly insurance open enrollment period.
Provide the calculation of cost of benefits based on current or anticipated changes in
costs. (Calculations by benefit type should be able to be made in a variety of ways

VENDOR
RESPONSE

COMMENTS

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HR-23
HR-24
HR-25
HR-26
HR-27
HR-28
HR-29
HR-30
HR-31
HR-32
HR-33
HR-34
HR-35
HR-36
HR-37
HR-38
HR-39
HR-40
HR-41
HR-42
HR-43
HR-44
HR-45
HR-46
HR-47
HR-48
HR-49
HR-50
HR-51
HR-52

such as by employee, by department, by job classification, by position, and by labor

group).
Ability to track insurance coverage, including COBRA, for qualified beneficiaries
including establishing the account receivables for insurance premiums.
Ability to track eligibility by qualifying event and generate letters.
EMPLOYEE RECORDS:
Maintain employees current date of hire / adjusted hire date.
Maintain employees current education.
Maintain employees current anniversary date and seniority date.
Maintain employees training history, including sexual harassment training.
Maintain employees current employee number.
Maintain employees current department / division and historical records.
Maintain employees current pay status and historical records.
Maintain employees current salary and historical records.
Maintain employees current special pay assignments and historical records.
Maintain employees current position number.
Maintain employees current job title and historical records.
Maintain employees current location code and historical records.
Maintain employees current employee name and address.
Maintain employees current telephone numbers (work, mobile and home).
Maintain employees current social security number.
Maintain employees current FLSA exempt/non-exempt.
Maintain employees current labor group.
Maintain employees birthdate.
Maintain employees current probation dates.
Maintain employees current evaluation date.
Maintain employees current employee work schedule and FLSA work period.
Maintain employees current marital status.
Maintain employees current work permit and / or work visa.
Maintain employees current worker's compensation class code.
Maintain employees current leave accrual codes.
Maintain employees current termination date/reason and historical records.
Maintain emergency contact information, including names, addresses and phone

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HR-53

HR-54
HR-55
HR-56

HR-57
HR-58

HR-59
HR-60
HR-61

HR-62
HR-63
HR-64
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HR-65
HR-66
HR-67
HR-68

numbers for more than one contact per employee.

Provide the capability to link document images to employee records.
Ability to track user-defined employee status types with the associated dates (e.g.,
active, terminated, probationary, suspension, military, maternity). If number of
status types is limited, vendor to indicate maximum number in comments.
Maintain demographic information relating to benefits for employees and their
dependents.
Capture information related to FMLA, PDL, CFRA, unpaid leave, Workers
Compensation and City leave policy.
Record leave accrual, leave balances and leave usage for all leave categories since
hire date. Provide for calculating totals used by a specified period of time. Include
IPP's.
Provide a maximum accrual of leave benefits with ability to alert employees that are
approaching the maximum.
Provide for maintenance of multiple iterations of performance review information
including but not limited to the review period starting and ending dates, ratings, a
reason code for the review, current salary or step, and classification in which the
employee was working during the review period.
Provide capability to electronically send employee reviews to supervisors through
workflow process.
Provide for a City of Carmel-by-the-Sea defined employee review schedule.
Provide ability to define as many codes and associated values as possible in easily
maintained user-defined tables including but not limited to table of salary schedules,
table of class codes, and table of personnel action codes. All appropriate tables must
be shared with the Payroll system. All tables to be established with effective dates.
Provides online exit interview form; allows for workflow routing and review;
maintains information on who reviewed and date of review.
Maintain information on property issued to an employee, such as office keys,
equipment, etc. to be returned upon separation.
Record and track data for EEOC purposes and reports required by the state and
federal government and related reports using data such as age, gender, ethnic code,
position title, and salary range.
GENERAL REQUIREMENTS:
Provide Employee Services and Finances staff online inquiry of all employee data
for any field in the database (depending on security level).
Provide user-defined fields in the database. If there is a limitation, vendor to indicate
maximum number of user-defined fields in comments.

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HR-69
HR-70

HR-71
HR-72
HR-73

HR-74
HR-75
HR-76
HR-77
HR-78
HR-79
HR-80

HR-81
HR-82
HR-83
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HR-84
HR-85
HR-86

Provide employee and supervisor self-service to review information, make changes

and begin workflows.
Ability to generate and Issue Identification badges for employees based on data in
system.
Ability to process Payroll and HR functions when rules are different for each area
(i.e. payroll needs benefit deductions bi-weekly and HR needs the premiums
calculated monthly).
INQUIRY / REPORTING:
Provide for online inquiry / review of all benefit information.
Generate benefit reports in a variety of formats including but not limited to type of
benefit; amounts contributed by employee and employer; and summary information
by employee by department, and by workforce.
Provide for inquiry by employee name or number resulting in a display of positions
filled.
Provide for inquiry by job title or position number resulting in a display of those
employee(s) that are filling the position.
Provide a detailed report of employee pay and benefits in a form suitable for
providing an employee.
Ability to generate business phone lists from Human Resources database.
Provide a report showing department, position number, status (filled / not filled) and
FTE hours.
Ability to run Ad-Hoc reports for all fields in HR module.
Provide total compensation report including all pay, cost of benefits, and
reimbursements to and by employees. Report should be generated in a variety of
ways including but not limited to by employee, by department.
Provide ability to obtain notification of hourly employees who are reaching the
annual limit.
Provide report to identify employees who have completed a certain level of
education or training.
Provide ability to inquire online and to generate reports detailing employee's
balance, accrual, and use patterns (Monday, Friday, after Pay Day, before or after
Holidays) and produce information on a cumulative calendar, fiscal Y-T-D basis
and/or life to date with comparisons to same period in prior year.
Provide a report / electronic message of employee reviews that are past due a userspecified period of time.
Automatically generates follow-up letter to employees not responding to initial
COBRA mailing within 60 days; automatically removes employees from COBRA as

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HR-87

HR-88
HR-89
HR-90

HR-91
HR-92
HR-93
HR-94
HR-95
HR-96
HR-97
HR-98
HR-99
HR-100
HR-101

HR-102
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HR-103
HR-104
HR-105
HR-106
HR-107

of expiration date and generates notice to COBRA enrollee.

Print out employee reviews due by department.
Generate report that tracks turnover rates of temporary employees (should be
separate from that of permanent employees). Report sequences should include (but
not limited to) by classification, by specified period of time, by department, by the
City.
Provide ability to display / report the courses cancelled within a specified period.
Provide standard reports that can be used as templates for developing customized
reports.
Provide report to summarize training statistics within a date range: number of
courses (scheduled, cancelled, and completed), number of attendees by course,
number of "no-shows" by course, chargebacks by course, etc.
Ability to search on due date of next pay increase.
Ability to search on due date of next performance review.
Ability to search on date and % of last merit increase.
Ability to search on date and % of last COLA increase.
Ability to search on performance reviews past due.
Ability to search on birthday report for a specified period.
Generate reports and / or online inquiry for awards in a variety of ways such as by
type of award, employee name, and/or year of award.
INTEGRATION:
Provide for benefit payment requests to be transferred electronically to Accounts
Payable.
Provide for the integration of Human Resources and Accounts Receivable to allow
for billing of retirees related insurance premiums and other recoverables.
Provide for complete integration of Human Resources with Payroll application,
including the sharing of some data fields (e.g., when adding a new employee, system
must not require re-keying of name and address information).
Human Resources and Payroll must share common data so that information is
entered one time and immediately available to all users.
Provide for complete integration of Human Resources with Budget Preparation.
Human Resources should update the Budget Preparation module from the Human
Resources module.
Ability to integrate employee information with the Payroll system.
Provide for mass or cross updating to the employee master file based on changes

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HR-108
HR-109
HR-110
HR-111
HR-112
HR-113
HR-114

HR-115
HR-116
HR-117
HR-118

HR-119

HR-120
HR-121
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Agenda Item: 7.J

HR-122
HR-123
HR-124
HR-125
HR-126
HR-127

made to other system files. For example, when a class title or salary range changes
for a class, the system should be able to update this information in all relevant files.
Provide ability to import employee information from the payroll system on a
scheduled basis.
Ability to transfer all employee history in current MOM system into new system.
MANAGEMENT:
Provide for overfill (hire Administrative Assistant for a Secretary position) or underfill (hire an Office Assistant for a Secretary position).
Allow for employee transfers, promotions and demotions between positions.
Require new hires to have a valid position number.
Allow hiring to a temporary position (under security limitations).
Provide for the hiring of personnel into a position when the position is occupied by a
terminating employee and provide for the assignment of an employee on a
temporary basis to a position when the permanent incumbent is not performing the
duties of the position due to leave or some other authorized reason.
Provide the capability to inactivate or delete a position while keeping employee /
classification history.
Provide ability to budget positions by dollars, by hours or by FTE's.
Provide effective date ranges associated with individuals entering and exiting
positions.
Provide notification to user-defined departments upon changes in personnel for a
position (e.g., Information Technology for passwords, payroll, new and old
departments, exit processes).
Provide ability to electronically request, approve and track all personnel actions. For
example: promotions, salary modifications, transfers, change in employee status,
career incentive, special pay, hazard pay, out of class pay, etc.
RISK MANAGEMENT:
Ability to track Workers Compensation by incident, employee, department, and
division.
Ability to track hours and related dollars worked, on workers compensation, on
light-duty modified time by employee and or injury.
Ability to track employees certification: coverage dates, re-certification.
Capture and track information and generate reports relating to accidents, injuries and
incidents.
Capture and track name of employee.
Capture and track position number.

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HR-128
HR-129
HR-130
HR-131
HR-132
HR-133
HR-134
HR-135
HR-136
HR-137
HR-138
HR-139
HR-140
HR-141
HR-142
HR-143
HR-144
HR-145
HR-146

HR-147
HR-148
HR-149
Council Meeting Date: 3/3/15
Agenda Item: 7.J

HR-150

HR-151
HR-152

Capture and track job classification.

Capture and track department.
Capture and track description of accident / injury / incident.
Capture and track OSHA accident type.
Capture and track date and time of accident / injury / incident.
Capture and track geographic location of accident / injury / incident.
Capture and track cause of accident / injury / incident.
Capture and track days lost.
Capture and track OSHA penalty.
Capture and track description of medical care required.
Capture and track type of equipment involved in the accident / injury / incident.
Capture and track cost center.
Capture and track case number.
Capture and track date of workers compensation claim.
Capture and track status of worker's compensation claim.
Capture and track disposition of worker's compensation claim.
Capture and track amount of loss.
Capture and track claim amount.
TRACKING:
Provide for tracking turnover data, identifying reasons for turnover including but not
limited to resignation, retirement, dismissal, unsuccessful completion of probation
and job related reasons.
Provide tracking of internal turnover of employees related to transfers, voluntary
demotions, promotions, changes in department, and the reasons for these changes.
Track and report information pursuant to FLSA requirements and other State and
Federal laws.
Track the history of a position employees filling position, title change,
reclassification, transfer of the position to another department, initiation, elimination
and related dates.
Provide access to historical employee information including all of the information
required in the Employee's Current Record Information. In addition, include
multiple hire and termination dates, pay change dates, position changes, employee
status changes, special assignment pays.
Track information related to FMLA, PDL, CFRA, unpaid leave, Workers
Compensation and City leave policy in a variety of ways including but not limited to

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HR-154
HR-155
HR-156

HR-157

HR-158
HR-159

HR-160
HR-161
HR-162

HR-163
HR-164
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Agenda Item: 7.J

HR-165
HR-166
HR-167
HR-168
HR-169

leave type, beginning and ending dates, and number of hours used.
Track and report EEO and / or harassment complaints by date, type, department and
workforce.
Track and report on grievance activities by date, type, department, labor group and
outcome of grievance.
Track and report discipline activities by date, type, department, labor group, status
of appeals, and outcome of appeals.
Track and report on unemployment compensation processing and payments.
Provide audit trails for every change made to data in the system, especially changes
made to security. The type of data maintained should include before and after
images of changed fields, screen ID, operator ID, terminal ID, and date/time stamps.
Provide ability to track employee / student information (e.g., employee number,
employee name, e-mail address, FAX number, department, reporting center, title,
supervisor, class code (supervisory or line employee), etc.
Ability to track safety training.
Ability to track information related to awards given to an employee, including but
not limited to, award type, summary of reason for award, dollar amount of award, or
time granted, and date awarded.
Ability to track and report on driver's license suspensions and other DMV records
with associated reason.
TRAINING:
Record information related to training and education, including but not limited to:
highest level of education attained, degree level, field of degree, date of degree,
schools attended, certification information, course name, date of expenditure for
tuition, number of hours completed, tuition costs, beginning and ending dates of
course, and course grade.
Provide ability to track and alert employees and / or departments for re-certification
courses.
Provide ability to establish career ladder certifications / experience for position
advancement.
Provide ability to track reimbursable tuition for courses (e.g., Education
Reimbursement & Program approval).
Provide ability to allow employees to register online for an internal training class.
Allow Training Management personnel to register non-employees (within security
constraints).
Provide ability to display / report registration status (students on waiting list or

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HR-171
HR-172
HR-173
HR-174
HR-175
HR-176
HR-177
HR-178
HR-179
HR-180
HR-181
HR-182
HR-183
HR-184
HR-185

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Agenda Item: 7.J

HR-186
HR-187
HR-188
HR-189
HR-190
HR-191

students cancelled).
Provide ability to define a course description (long and short), course category
(professional development, safety, wellness, etc.), length in hours, number of
sessions, minimum and maximum enrollment.
Provide ability to define an online course catalog for access by employees.
Provide ability to define course attendance requirements by an employee group.
Provide ability to define prerequisites for each course.
Verify each student has appropriate prerequisites (based on prerequisites defined for
a course).
Track courses completed by each employee.
Display / report courses attended by employee and department.
Track instructors (employees and non-employees) qualifications / certifications and
previous courses taught.
Provide ability to display instructors that are trained or certified to train by course.
Verify there are no conflicts, such as an employee registered for two courses at the
same time or two courses are scheduled for the same time and location.
Provide for student cancellations and if there is a waiting list, generate enrollment
correspondence to the highest on the waiting list.
Ability to define the maximum students in a classroom. Allow for override, as
required.
Ability to define budget and accumulate costs (materials, supplies, instructor, room,
etc.) for a course.
Ability to define a development plan (courses and scheduled completion dates) for
each employee.
Ability to notify students electronically (e-mail, fax, printed).
Ability to customize standard correspondence to fit the needs of the City.
Ability to define additional correspondence beyond the standard correspondence and
related sending rules.
Provide mail merge capability with MS WORD for correspondence.
Ability to log all correspondence and retrieve by employee or course.
Ability to send a Reminder Notice (via e-mail or memo) including course date(s),
location and instructor name to an individual registered for a course.
Ability to send a Course is Full Notice (via e-mail or memo) to all qualified
individuals that have registered for a course when a course has reached capacity.
Ability to send a Course Cancellation Notice (via e-mail or memo) including course
date(s) to an individual registered for a cancelled course.

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HR-193
HR-194
HR-195
HR-196
HR-197
HR-198
HR-199

Provide ability to track requirements for certification renewal by certificate type and
employee.
Ability to send a Certification Renewal Notice, including the appropriate scheduled
courses, to employees requiring re-certification.
Provide ability to display and print course rosters.
Ability to display those individuals that are registered for, but have already
completed a course.
Ability to print Course Completion Certificates for each attendee.
Provide appropriate training reports to satisfy regulatory agencies.
Provide capability to import existing training data from MS Excel.
Allow the attachment of notes (evaluations, etc.) to the course definition record.

Council Meeting Date: 3/3/15

Agenda Item: 7.J

ITEM
PA-1

PA-2
PA-3
PA-4

PA-5
PA-6
PA-7
PA-8
PA-9

PA-10
PA-11
PA-12
PA-13
PA-14
PA-15
PA-16
PA-17
PA-18
PA-19
PA-20
PA-21
PA-22
PA-23
PA-24
PA-25
PA-26
PA-27

VENDOR
RESPONSE

FEATURE
ACCRUALS:
Provide multiple, user-defined leave type accrual rate categories with ability to set
maximum accruals and automatic accrual rate changes based on user-defined criteria
for individual employees or groups of employees.
Allow employment date to be used for accrual calculation purposes; it should reflect
an adjusted hiring date.
If there is a limit to the number of leave categories, vendor to indicate maximum
number of user-defined leave categories.
Provide cafeteria / flexible benefit programs by providing an unlimited number of
user-defined employee defined benefit options subject to maximum benefit dollar
amounts.
If there is a limit to the number of cafeteria / flexible benefits, vendor to indicate the
maximum number of user-defined benefit options.
Ability for the system to determine year-end leave calculations for CAFR reporting.
Ability to track and report on long term leave (e.g., family and medical leave,
maternity, time off without pay) and reason for leave without pay.
Ability to track FMLA according to current requirements.
Ability to adjust (either add or subtract) accrual balances (within security
constraints), for example sick, vacation, or administrative leaves. Include an audit
trail of adjustments.
Ability to calculate leave conversions to include cash conversion. Eligibility and
limitations may vary by employee groups.
Ability to track overtime to comply with current state and federal regulations.
Provide for accrual of leave hours and other accrual-based benefits, based on
complex formulas and rules that may be unique to each bargaining unit.
Ability to distinguish between those work hours that accrue for PERS retirement,
versus those that are not PERS-able.
Ability to calculate leave balances in terms of hours and corresponding dollars.
Ability to increase (overriding) the maximum leave balance for vacation leave (and
other types of leave) that a particular employee may accrue.
Ability to transfer banked leave time.
Ability to add and adjusting leave balances.
Ability to allow Employees' to view their individual leave accounts, showing current
status and transaction / balance history.
CALCULATIONS:
Ability to calculate base pay for full-time/part-time employees and hourly
employees.
Ability to calculate special pay, including but not limited to, call-back pay, on-call
pay, phone allowances.
Ability to calculate overtime pay including FLSA compliance and PERS.
Ability to generate One-time bonuses.
Ability to generate Manual checks.
Ability to calculate/ project gross-to-net based on changes in exemptions etc.
Ability to calculate / project SDI, FMLA, PFL coordination.

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Agenda Item: 7.J

PA-28
PA-29
PA-30
PA-31
PA-32
PA-33
PA-34
PA-35
PA-36
PA-37
PA-38

PA-39
PA-40
PA-41
PA-42
PA-43
PA-44
PA-45
PA-46
PA-47
PA-48
PA-49
PA-50
PA-51
PA-52
PA-53

COMPLIANCE:
Is compliant with federal and state tax laws including Health Care Reform reporting
requirements.
Is compliant with PERS calculations and rollups.
Is compliant with labor agreements (including MOUs and/or contracts) affecting pay
and benefits.
DEFINITIONS:
Ability to define pay rates with effective dates in a table structure.
Ability to define pay categories with effective dates in a table structure.
Ability to define employee groups with effective dates in a table structure.
Ability to define benefits with effective dates in a table structure.
Ability to define deduction categories with effective dates in a table structure.
GENERAL REQUIREMENTS:
Ability to maintain employee pay history including (at a minimum) date of hire, pay
change dates, position change dates, special assignments pay, leave without pay, out
of classification, etc.
Track salary and performance evaluations. Number of years of history should be
user-defined.
INQUIRY / REPORTING:
Allow for annual (or more frequent, if necessary) updates of W-2 format, tax tables
and State and Federal reporting.
Support flexible query functions by leave balances, usage maximums.
Support flexible query functions by vacation tiers /maximums.
Support flexible query functions by all pay to employees.
Support flexible query functions by transaction (pay or deductions) by date by
employee or group.
Support flexible query functions by earnings register by employee.
Support flexible query functions by notes / reasons for pay activity.
Provide check reconciliation (including void checks and checks not used).
Provide for tracking volunteers and hours worked by volunteer.
Provide for appropriate identification on PERS reports.
INTERGRATION:
Provide valid time entry data to payroll processing.
Ability for Payroll system to access validated time reported from automated capture
systems and to verify leave balances and department codes at time of entry.

PA-54
PA-55
PA-56
PA-57
PA-58
PA-59
PA-60
PA-61

New employee's basic information from Human Resources application should be

automatically updated on Payroll when a prospective employee is hired.
Human Resources and Payroll must share common data so that information is
entered one time and immediately available to all users.
Provide for integration with Accounts Payable to create checks for PERS,
Garnishments, Taxes, Benefit Providers, etc
Update and validate General Ledger through computer generated journal entries.
Through General Ledger, provide drill down access to related Payroll data.
PAYROLL PROCESSING:
Provide ability for user-defined pay categories.

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Agenda Item: 7.J

PA-62
PA-63
PA-64
PA-65
PA-66
PA-67
PA-68
PA-69
PA-70
PA-71

PA-72
PA-73
PA-74
PA-75

PA-76

PA-77
PA-78
PA-79
PA-80
PA-81

PA-82

Provide for fixed dollar amounts, fixed rates, and percentages of other pay types.
Provide for Regular Pay, Overtime Pay
Provide for Sick Pay, Vacation Pay
Provide for Jury Duty.
Provide for Bereavement.
Provide for Worker's Compensation.
Provide for Leave Without Pay.
Provide for Holiday Pay.
Provide for inclusion / exclusion of pay in PERS and tax calculations.
Must be able to allow for a minimum of 36 earning codes. If there is a limited
number, vendor to indicate maximum number of user-defined pay categories.
Provide ability for user-defined groups of employees to apply common pay types,
benefits types, and deduction types for each group. If there is a limited number,
vendor to indicate maximum number of user-defined groups.
Provide ability for calculating disposable income that is used in determining
garnishment amount(s) as defined by user.
Provide ability to support and track user-defined (fixed dollar amount and
percentage based) deduction categories.
Provide for the establishment of a maximum dollar or maximum wage base per
deduction for a specified period (i.e. one pay period, one year, five years).
Provide for establishment of a maximum lifetime deduction amount for a specific
category (e.g., garnishments, PERS payback contributions, FICA, overpayment
amounts, etc.).
Must be able to allow for a minimum of 79 deduction codes, and 32 memo
deduction codes. If there is a limited number of deductions, vendor to indicate
maximum number of user-defined deduction categories in comments.
Provide ability to support and track user-defined benefit categories.
Provide for the establishment of a maximum dollar or wage base for benefit.
Provide for the definition of inclusion / exclusion of benefits in PERS and tax
calculations.
Provide for user-defined calculations (e.g., Life insurance premium based on annual
salary rounded up to nearest thousand).
Provide ability to support and track both employee and employer benefit costs. Must
allow for multiple benefit tiers. If there is a limited number of benefits, vendor to
indicate maximum number of user-defined benefit categories.

PA-84

Provide for user-defined multiple-step wage rates or benefit options for employee
group, job type, or employee.
Ability to change wage or benefit amounts individually or by groups by a stated
percentage or a specified amount or table by category (e.g. married or single,
management, etc.) with effective dates to allow for entry previous to the required
date. If limited, vendor to indicate maximum number.

PA-85

Provide ability to accommodate user-defined wage multipliers (e.g., time and a half,
triple time and a half, etc.) and calculate Compensatory time earned based upon
user-defined formula.

PA-86

Provide ability to track time earned by date earned, with caps by individual or job
class or labor group.

PA-83

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Agenda Item: 7.J

PA-87
PA-88
PA-89
PA-90
PA-91
PA-92
PA-93
PA-94
PA-95
PA-96
PA-97
PA-98
PA-99
PA-100
PA-101
PA-102
PA-103
PA-104
PA-105
PA-106
PA-107

Must comply with all Federal and State of California requirements.

Provide ability to manually override tax calculations for an individual (i.e. large
payoff check).
Provide ability to enter flat and/or % tax amounts in addition to automatic tax
calculation for same check.
Provide ability for certain groups of employees or individuals to be included /
excluded from Social Security, Medicare, and / or PERS.
Provide ability for payroll processing restart capability without requiring data reentry or restarting at the beginning of the process.
Provide ability to calculate leave accrual payoff amounts at the rate specified by
employer.
Provide for entry of termination information (reason and date). Provide ability to
produce payoff report by employee.
Provide calculations for Overtime required by FLSA regulations, MOUs and
personnel rules and regulations.
Provide for a Deferred Compensation Plan with multiple providers, variable
contribution rates, and variable limits for employee and employer.
Must allow for annual limitations (multiple programs e.g., catch up plan) over
multiple providers.
Must meet all current and future federal requirements.
Provide for the calculation of retroactive pay, taxes, benefits deductions and PERS
calculation (with ability to add notes / reasons).
Provide ability to enter pre-dated or post-dated effective dates for pay changes
calculations.
Provide ability to generate proof lists of all changes prior to calculation and
production of gross and net pay for each payroll check run.
Provide ability to restart check run with same, or alternate, starting check numbers if
check printing is aborted or checks are damaged.
Provide for direct deposit of payroll checks (for any amount up to and including net
pay) to employee's financial institutions.
Provide for employee definition of the allocation of the check to multiple accounts.
If number is limited, vendor to indicate the number of accounts.
For a fiscal year end payroll, provide for percentage split of General Ledger and
Project Accounting entries.
Ability to generate a special check for an employee outside of a regular payroll cycle
and update all employee-related fields.
Provide for adjustments of hours and dollars with appropriate audit trail.
Provide for void or recalled checks and recalculation of all employee-related fields.

PA-109

Provide ability for check files to be exported and electronically sent to the bank - for
fraud detection purposes. (Positive Pay)
Provide ability to include in pay, track and report employee reimbursements such as
tuition reimbursement, management development, licensing, education, footwear,
certification, vision, physicals, etc. with a user-defined maximum.

PA-110

Provide for single or multiple employee and employer PERS deductions per
employee per pay period.

PA-108

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Agenda Item: 7.J

PA-114

Provide for employees, who were previously in PERS, to buy back time pre-tax or
post-tax basis.
Provide ability to deduct, track and support flexible spending accounts as defined by
the IRS and City policy.
Provide ability to set which pay period a benefit/deduction is to be taken.
Provide ability to generate check information for Accounts Payable (third party) for
Tax Liabilities and benefit providers (i.e. garnishments, deferred compensation,
wage assignment payees and United Way).

PA-115

Ability to process payroll in bi-weekly pay periods and in different frequencies (first
check of the month, second check of the month, biweekly, twice-monthly, one-time,
etc.) for different earnings codes and deduction types.

PA-111
PA-112
PA-113

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Agenda Item: 7.J

PA-62
PA-63
PA-64
PA-65
PA-66
PA-67
PA-68
PA-69
PA-70
PA-71

PA-72
PA-73
PA-74
PA-75

PA-76

PA-77
PA-78
PA-79
PA-80
PA-81

PA-82

Provide for fixed dollar amounts, fixed rates, and percentages of other pay types.
Provide for Regular Pay, Overtime Pay
Provide for Sick Pay, Vacation Pay
Provide for Jury Duty.
Provide for Bereavement.
Provide for Worker's Compensation.
Provide for Leave Without Pay.
Provide for Holiday Pay.
Provide for inclusion / exclusion of pay in PERS and tax calculations.
Must be able to allow for a minimum of 36 earning codes. If there is a limited
number, vendor to indicate maximum number of user-defined pay categories.
Provide ability for user-defined groups of employees to apply common pay types,
benefits types, and deduction types for each group. If there is a limited number,
vendor to indicate maximum number of user-defined groups.
Provide ability for calculating disposable income that is used in determining
garnishment amount(s) as defined by user.
Provide ability to support and track user-defined (fixed dollar amount and
percentage based) deduction categories.
Provide for the establishment of a maximum dollar or maximum wage base per
deduction for a specified period (i.e. one pay period, one year, five years).
Provide for establishment of a maximum lifetime deduction amount for a specific
category (e.g., garnishments, PERS payback contributions, FICA, overpayment
amounts, etc.).
Must be able to allow for a minimum of 79 deduction codes, and 32 memo
deduction codes. If there is a limited number of deductions, vendor to indicate
maximum number of user-defined deduction categories in comments.
Provide ability to support and track user-defined benefit categories.
Provide for the establishment of a maximum dollar or wage base for benefit.
Provide for the definition of inclusion / exclusion of benefits in PERS and tax
calculations.
Provide for user-defined calculations (e.g., Life insurance premium based on annual
salary rounded up to nearest thousand).
Provide ability to support and track both employee and employer benefit costs. Must
allow for multiple benefit tiers. If there is a limited number of benefits, vendor to
indicate maximum number of user-defined benefit categories.

PA-84

Provide for user-defined multiple-step wage rates or benefit options for employee
group, job type, or employee.
Ability to change wage or benefit amounts individually or by groups by a stated
percentage or a specified amount or table by category (e.g. married or single,
management, etc.) with effective dates to allow for entry previous to the required
date. If limited, vendor to indicate maximum number.

PA-85

Provide ability to accommodate user-defined wage multipliers (e.g., time and a half,
triple time and a half, etc.) and calculate Compensatory time earned based upon
user-defined formula.

PA-86

Provide ability to track time earned by date earned, with caps by individual or job
class or labor group.

PA-83

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Agenda Item: 7.J

PA-87
PA-88
PA-89
PA-90
PA-91
PA-92
PA-93
PA-94
PA-95
PA-96
PA-97
PA-98
PA-99
PA-100
PA-101
PA-102
PA-103
PA-104
PA-105
PA-106
PA-107

Must comply with all Federal and State of California requirements.

Provide ability to manually override tax calculations for an individual (i.e. large
payoff check).
Provide ability to enter flat and/or % tax amounts in addition to automatic tax
calculation for same check.
Provide ability for certain groups of employees or individuals to be included /
excluded from Social Security, Medicare, and / or PERS.
Provide ability for payroll processing restart capability without requiring data reentry or restarting at the beginning of the process.
Provide ability to calculate leave accrual payoff amounts at the rate specified by
employer.
Provide for entry of termination information (reason and date). Provide ability to
produce payoff report by employee.
Provide calculations for Overtime required by FLSA regulations, MOUs and
personnel rules and regulations.
Provide for a Deferred Compensation Plan with multiple providers, variable
contribution rates, and variable limits for employee and employer.
Must allow for annual limitations (multiple programs e.g., catch up plan) over
multiple providers.
Must meet all current and future federal requirements.
Provide for the calculation of retroactive pay, taxes, benefits deductions and PERS
calculation (with ability to add notes / reasons).
Provide ability to enter pre-dated or post-dated effective dates for pay changes
calculations.
Provide ability to generate proof lists of all changes prior to calculation and
production of gross and net pay for each payroll check run.
Provide ability to restart check run with same, or alternate, starting check numbers if
check printing is aborted or checks are damaged.
Provide for direct deposit of payroll checks (for any amount up to and including net
pay) to employee's financial institutions.
Provide for employee definition of the allocation of the check to multiple accounts.
If number is limited, vendor to indicate the number of accounts.
For a fiscal year end payroll, provide for percentage split of General Ledger and
Project Accounting entries.
Ability to generate a special check for an employee outside of a regular payroll cycle
and update all employee-related fields.
Provide for adjustments of hours and dollars with appropriate audit trail.
Provide for void or recalled checks and recalculation of all employee-related fields.

PA-109

Provide ability for check files to be exported and electronically sent to the bank - for
fraud detection purposes. (Positive Pay)
Provide ability to include in pay, track and report employee reimbursements such as
tuition reimbursement, management development, licensing, education, footwear,
certification, vision, physicals, etc. with a user-defined maximum.

PA-110

Provide for single or multiple employee and employer PERS deductions per
employee per pay period.

PA-108

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Agenda Item: 7.J

PA-114

Provide for employees, who were previously in PERS, to buy back time pre-tax or
post-tax basis.
Provide ability to deduct, track and support flexible spending accounts as defined by
the IRS and City policy.
Provide ability to set which pay period a benefit/deduction is to be taken.
Provide ability to generate check information for Accounts Payable (third party) for
Tax Liabilities and benefit providers (i.e. garnishments, deferred compensation,
wage assignment payees and United Way).

PA-115

Ability to process payroll in bi-weekly pay periods and in different frequencies (first
check of the month, second check of the month, biweekly, twice-monthly, one-time,
etc.) for different earnings codes and deduction types.

PA-111
PA-112
PA-113

Council Agenda Packet for 3/3/15

Page 131
134

Council Meeting Date: 3/3/15

Agenda Item: 7.J