Compensation Study Services

The Vendor is required to provide a comprehensive compensation study to ensure its compensation structure and related practices are competitive among comparable public sector agencies with whom it competes for talent and to develop implementation strategies.
- These practices may include shift differential, special assignment pay, working out-of-class pay, specialty pay, retention pay, education pay, certification pay, bilingual pay, paramedic pay, acting assignment pay, on-call pay, call-out pay, and similar items.
- Provide the consultant with the classification and compensation structure, job descriptions, job family charts, employee census data, and related policies and documentation to support the analysis and completion of the study.
- The consultant and the city's project team will hold a project initiation meeting to discuss project objectives and parameters (including milestone completion dates), potential study barriers, strengths and weaknesses of the current system, strategic and ongoing issues, including recruitment and/or retention challenges, communication objectives, and delivery methods.
- The city’s project team will identify the comparator organizations from which to compile market data, including organizations that compete with the city for talent and cities of similar size and character.
- The team will also review and confirm the project communication plan, timeline, and related items. - Services include:
• Distribute the custom survey to comparator organizations and perform follow-ups to encourage participation.
• Analyze and validate the data received from these organizations.
• Conduct an analysis to determine how the city’s pay practices, including salaries and supplemental pay, compare to the market.
• Recommend changes to the existing salary structure and/or range(s).
• Suggest modifications to current supplemental/premium pay practices or propose new ones based on the data collected from comparator organizations compared to the city’s current practices.
• Address pay inequities and compression issues between existing employees and new hires.
• Review the strategy for evaluating new hires' experience and placement within the pay structure and recommend necessary changes.
• Prepare up to two implementation cost options, including suggestions for employee placement in the revised salary ranges, and review these with the project team.
• The city will consider these options and select one for implementation.
• Provide recommendations for maintaining the compensation system, including appropriate tools and documentation, to ensure it remains current, competitive, and equitable.
- Contract Period/Term: 1 year
- Questions/Inquires Deadline: June 9, 2025