Employee Compensation and Classification Consulting Services

The vendor is required to provide employee compensation and classification consulting services benefits and pay structure as compared to the market, making suggestions for pay ranges and benefit modifications for each position based upon comparison with the market, and recommending salary steps based upon longevity and additional education and certifications received.   
1. Compensation and benefits study
•    Review the township’s existing compensation and benefit plans, including retirement benefits for non-union, union, and volunteer employees. 
•    The selected firm can either utilize market data already available to the firm or obtain this information by performing a market survey.  
•    The consultant will indicate in their proposal the source of the information used for their market data and any additional cost for either method.  
•    Market data must be for comparable organizations.  
•    The consultant shall use information from public sector and private sector jobs with the same essential duties and functions. 
•    The consultant must understand comparable will be reviewed for likeness to township especially when it comes to budget size, population, and level of service from the organization.  
•    Compile compensation information, including overtime policies. 
•    Compile employer paid benefit plans with comparable organizations to include the value in market comparative pay. 
•    Benefit plans should include all benefit programs of the township, including all retirement and pension benefits. 
•    Evaluate recent pay increases and anticipated increases. 
•    Determine appropriate pay ranges for all positions. 
•    Determine appropriate spread between minimum and maximum of pay ranges and establishment of steps between minimum and maximum pay ranges. 
•    Make suggestions of parameters (performance evaluations) that will determine eligibility to achieve step progressions.  
•    Prepare a written report to include a comparison, by position, of the full market compensation and benefit plans. 
•    Prepare cost analysis for implementation of recommended changes to the pay and classification system. 
2. Job audit and analysis 
•    Evaluate current classification positions. 
•    Gather necessary employee information. 
•    Examine equity of pay among preset full-time employees based on qualification, experience, responsibilities, and tenure. 
•    Identify problem areas within the internal compensation system and suggest implementation methods to correct identified problems.  
•    Information will be used to analyze the duties and responsibilities of each employee and position to determine the following: 
o    Whether individual employees are appropriately classified. 
o    Whether a position should be moved to a different job classification and pay grade.
o    Whether position titles are appropriate. 
o    Other recommendations. 
3. Job descriptions 
•    All job descriptions will be updated or developed after reviewing job analysis questionnaires and interviews. 
•    Recommendations will be made to revise, create, or consolidate titles.  
•    Job descriptions should be established in a standardized format which are ADA and FLSA compliant. 
•    The township will have review and input as to the final format of job descriptions. 
•    Revised job descriptions should include FLSA exemption tests to determine the appropriate FLSA overtime classification for each position based upon the duties and responsibilities provided in the job documentation. 
•    Final job descriptions are provided to the township, with allowance for one set of revisions included in the project cost.
•    The consultant shall assist in determining if all township departments are adequately and appropriately staffed for a community of approximately 10,750 residents.  
4. Final report requirements 
•    Methods used to conduct the salary survey results and methodology of job evaluation. 
•    Summarized position comparison data. 
•    Recommended compensation plan. 
•    Recommendations for maintaining future market competitiveness as well as plan implementation strategies including the review of the value that employment contracts may serve in non-union employee management.  
•    Other recommendations. 
5. Other miscellaneous requirements 
•    Provide sample documents to be used to communicate the compensation system change to current employees, and a summary document to communicate the full compensation system for current and future employees, both to be provided in reproducible hard copy and electronic copies.

- Questions/Inquires Deadline: August 22, 2025