Classification and Compensation Study Services

The Vendor is required to provide the classification and compensation study will be a comprehensive review and analysis of the current classification structure and compensation practices within the district.
- The study will evaluate the appropriateness, consistency, and competitiveness of classifications and salaries to ensure they align with the County’s organizational needs, labor market standards, and strategic goals.
- The classification study will involve a thorough examination of existing job classifications to determine their accuracy, relevance, and alignment with actual duties performed.
- The compensation study will assess both internal equity and external market competitiveness.
- Identification of Classifications to be studied: Collaborate with human resource services (HRS) and department leadership to determine the specific classifications included in the review.
- Position Description Questionnaire (PDQ) Process: Develop and distribute PDQs to district employees to gather detailed information about their duties and responsibilities; review and validate responses.
- Employee and Management Engagement: Conduct interviews and/or focus groups with district office leadership, managers, supervisors, and employees to gain qualitative insights and context.
- Review of Classification Data: Analyze existing class specifications, number of incumbents per classification, vacant classifications, personnel rules and policies, reclassification procedures, and the criteria used for establishing new classifications.
- Compensation Study:
• Review of Compensation Philosophy and Structure: Evaluate the County’s current compensation approach and salary administration policies.
• Benchmarking and Market Survey Strategy: Identify appropriate comparator agencies and benchmark classifications based on relevant labor market criteria and job comparability.
• Data Collection and Analysis: Develop and distribute a salary survey; collect, analyze, and validate labor market data using industry-standard methodologies and instruments.
• Internal Equity and External Competitiveness Analysis: Compare base salary ranges against market data and internal alignment; identify discrepancies or inconsistencies.
- Contract Period/Term: 2 years
- Bidders Conference (Non-Mandatory) Date: June 26, 2025
- Questions/Inquires Deadline: June 27, 2025