Classification and Compensation Study Services

The vendor is required to provide for consulting services to conduct a system-wide employee classification and compensation study services.
- Provide for a comprehensive evaluation of every job within the system to determine relative worth within the organization for internal equity and for the establishment of pay ranges and step progressions within the ranges.
- Review all current job classifications, confirm, and recommend changes to hierarchical order of jobs using your evaluation system.
- Establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable state districts and private sector employers as required.
- Identify potential pay compression issues and provide potential solutions.
- Analyze and recommend changes to the present compensation structure to meet market analysis.
• This recommendation may include recommendations for individual positions as well.
- Classification study
• Consultant to review current classification grade methodology and propose recommended strategies for the system.
• Consultant to conduct interviews and/or job audits as appropriate.
• Interviews and/or job audits may be conducted individually or in groups based upon classification.
• Consultant to update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications (education/experience and knowledge/skills/abilities), working conditions (physical demands, work environment, and travel requirements), and certification/licenses/registrations requirements for classification as needed.
• Consultant to identify officials & administrators, teachers, support staff, professionals, technicians, paraprofessionals, administrative support, skilled craft workers, and service employees, including fair labor standards act (FLSA) status (exempt/non-exempt).
• Consultant to present proposed recommendations to the chief of staff or designee for review prior to making any final classification determinations.
• Consultant to finalize class specifications and recommend appropriate classification for each employee, including correction of identified discrepancies between existing and proposed classifications.
• Consultant to identify career ladders/promotional opportunities as deemed appropriate.
• Consultant to submit recommendations for appropriate implementation measures that the human resources staff will need to take.
• Consultant to provide a straightforward, easily understood, maintenance system that human resources department will use to keep the classification system current and equitable.
• The classification system should be provided in an electronic medium.
• Maintenance should include annual activities, as well as the process we would use in the review of the classification of individual jobs, as needed.
- Compensation study
• Consultant to review current compensation plan (salary grade levels and steps) and understand current challenges in recruiting and retaining employees.
• Consultant to recommend and identify a consistent and competitive market position that the system can strive to maintain.
• Consultant to recommend comparable labor markets, including both private and public sector employers for compensation survey.
• Consultant to develop and conduct a comprehensive compensation and benefits survey,
• Consultant to recommend appropriate salary range for each position based on the classification plan, the compensation survey results, and the internal relationships and equality.
• Prepare a new salary structure based on the results of the survey and best practices.
• Consultant to develop guidelines to assist system staff with determining the starting pay for new employees based on knowledge and experience above the minimum requirements of the position, how difficult the position is to fill, and market competitiveness.
• Consultant to recommend implementation strategies including calculating the cost of implementing the plan.
• Consultant to identify any extreme current individual or group compensation inequities and to provide a recommended corrective action plan and process to remedy these situations.
• Consultant to make recommendations and to provide implementation strategies related to other key compensation practices, based on market demands, including pay for performance, skill pay, special assignment pay, certification pay, bilingual pay, promotional pay, and acting assignment pay.
• Consultant to provide system documentation and computer formats/software to administer compensation plan.
- Contract Period/Term: 1 year