Compensation Consulting Services

The vendor is required to provide compensation consulting services and interested in entering into an agreement with the college to provide said services.
- Multi-year agreement for a systematic, college-wide compensation study, ensuring alignment between job responsibilities, job architecture, and classification structures. 
- The study will focus on administrative, professional, classified, and faculty positions to enhance fairness, market competitiveness, and internal consistency across all roles.
- Foundational framework and initial review:
• Launch a comprehensive review of compensation structures using a rotational approach across position classifications.
• Administer job analysis questionnaires (JAQS) for select classifications to gather detailed insights into roles, responsibilities, and alignment within the organizational structure.
• Develop a comprehensive job architecture framework to establish clear role classifications and career pathways.
- Years 1-5: strategic rotational evaluation. 
- To maintain equitable and competitive compensation practices, the study will follow a structured, multi-year rotational process:
• Position classification overview: the study will encompass a comprehensive rotational review across the college's primary position classifications:
o Administrative and professional position review. approximately 300 positions will be assessed to ensure alignment with job architecture and compensation benchmarks.
o Classified position review: approximately 100 classified positions will be assessed to ensure alignment with job architecture and compensation benchmarks.
o Faculty position review: approximately 10 faculty positions in 40 plus disciplines. assess to ensure alignment with job architecture and compensation benchmarks.
• Rotational review of administrative and professional positions, faculty and classified positions: after the initial full-cycle review, all classifications will undergo scheduled reassessments on a rotational basis to ensure continued relevance, consistency, and adaptability.
• Market and industry evaluations: regular analysis of market trends will inform data-driven updates to maintain competitive compensation structures.
• Adjustments based on organizational needs: the job architecture could evolve as workforce priorities and operational strategies shift.
- Contract Period/Term: 5 years
- Questions/Inquires Deadline: July 23, 2025