Employee Benefits and Total Compensation Consulting Services

The vendor required to provide employee benefits and total compensation consulting services to ensure compensation, benefits, and total rewards offerings are internally equitable and competitive with the identified labor market and larger external market to attract, motivate and retain employees.
- Benefit consulting services
•    Provide benefit consulting services, as needed, on a variety of employee benefits and employee wellness and population health management programs including, but not limited to:
o    Audits and actuarial analysis for self-insured plans.
o    Health care insurance including high deductible health plan (HDHP).
o    Pharmacy and prescription plans.
o    Dental insurance.
o    Vision insurance.
o    Group term life insurance.
o    Flexible spending accounts.
o    Variety of defined benefit plans including hybrid.
o    Variety of voluntary benefits such as accidental or cancer insurance.
o    Deferred compensation [sections 457 and 401(a)].
o    Short-term disability.
o    Long-term disability insurance.
o    Health savings account (HSA).
o    Long term care.
o    Employee assistance program (EAP).
o    Cobra.
o    Screening programs such as biometric screenings.
o    Health risk assessments.
o    Incentive plans.
o    High risk and disease management programs.
o    Self-care programs.
o    Health education programs.
•    Benefit and employee wellness and population health management programs including strategies, plan designs, financing and administrative practices, marketing and communications, and individual plan enrollment and performance.
•    Benefit administrative services, employee wellness services and programs. 
•    As permitted by law, the consultant shall analyze and assist in evaluating offeror responses, negotiating with top-rated offerors, and developing recommendations for contract award.
•    Assist management in the development and implementation of presentations to enhance understanding of benefit issues, changes, and their legal, financial, and employee (or retiree) relations impacts.
•    Perform surveys, analyses, and other tasks related to employee benefits issues by preparing written reports and making oral presentations that reflect knowledge of the subject matter and its relevance to benefits program.
- Compensation consulting services
•    Provide compensation consultant services, as needed, on a variety of employee compensation and classification programs including, but not limited to:
o    Total compensation plans and policies.
o    Pay for performance systems and programs.
o    Classification methodologies, policies, tools, and procedures.
o    Total compensation assessment and market surveys.
o    Incentive programs and total rewards for all levels of employees and management including but not limited to hard to fill positions.
o    Compensation philosophy, policies, practices, and procedures.
o    Fair labor standards act exemption audits and reviews.
o    Written compliance reviews, analysis, findings and recommendations with state, federal, and all applicable laws and regulations.
o    Develop, implement and maintenance of career paths to include program documents.
o    Incentive plan design and alternate pay programs.
o    Skill-based pay programs.
o    Executive compensation review and plan design.
o    Custom salary surveys.
o    Individual position classification and market pricing.
o    Base pay administration; and
o    Living wage practices and policies.
•    “As needed” tasks that may be assigned include, but are not limited to:
o    Conduct a total compensation survey of employer-sponsored inclusive of health care plans, leave programs, retirement plans and tangible benefits among the relevant labor market and identified peer employers.
o    Complete pay compression analysis to identify and address potential pay compression issues for current employees and future hires and provide recommendations to include costs and detailed implementation plans while maintaining compliance with all federal, state and local laws and regulations.
o    Provide a comprehensive evaluation of jobs with to determine relative worth within the organization for internal equity and the establishment or updating of pay ranges and classification levels and to include assessment of exempt and non-exempt status of jobs.
o    Provide a comprehensive review and analysis of payroll and HR software applications and capabilities and provide a recommendation for consolidation and utilization of available features as they relate to pay and performance.