Succession Planning and Compensation Study Services

The vendor is required to provide consultants to perform 1) salary review with expertise in local government/public authority, and 2) organizational structuring for our non-represented positions to include employee retention and succession planning recommendations.
- Task 1: assess the current workforce to determine (at three-year intervals) the knowledge, skill, abilities, and competencies required for critical positions, including, but not limited to, leadership/management and executive talent. 
• Assess internal employee competencies and develop profiles of the current and future workforce.
- Task 2: conduct and document a gap analysis of the workforce, including the gap between the present and future (if no planning is done or as it exists today) and the gap between the present profiles and future profiles developed in 1 (one) above.
- Task 3: conduct and analyze a comprehensive survey that examines salaries of these critical positions with comparable job titles in external transportation organizations and like industries nationwide and statewide. 
• Prepare two (2) extensive comparison reports with illustrative graphs and tables comparing agency to similar transportation organizations (1) nationwide and (2) statewide.
- Task 4: recommend solutions based on the gap analysis, including, but not limited to the following strategies: 
• Establish core competencies and criteria for critical positions.
• Assess training needs to develop core competencies and professional development. 
• Design developmental assignments to achieve core competencies through hands-on experience for leadership and executive talent.
• Recommend recruitment, selection and retention strategies for critical positions, including but not limited to management and executive.
• Recommendations and revision of current policies, procedures, and development of tools and resources to support the succession planning model. 
• Update the compensation table with appropriate salary ranges. 
• Develop procedures that will allow agency to update and maintain the salary grade classifications and job descriptions.
- Task 5: After gap analysis is completed, provide how the agency might best look in 3-5 years with reporting structure and hierarchy for the various departments listed above.
- Task 6: Develop a strategic plan to address the gaps; including prioritization of staffing gaps, budgetary analysis, compliance with state employment laws and any applicable collective bargaining agreements, organization development considerations, impact of technology, and changes in service requirements and delivery.
- Task 7: Develop knowledge transfer strategies, including but not limited to, documenting department methods and procedures, information sharing procedures and archiving of records and systems. 
• Develop a succession planning handbook to be used by all departments. 
• Provide a report of the salary review project data and present recommendations of the salary ranges (within each grade) for each critical position.
• Include the basis for determining the proposed salary range and the methodology by which it was derived and a process for keeping it current. 
• The human resources department staff and responsible management personnel will be available during the engagement to assist the firm by providing information, documentation and explanations. 
• The agency will provide the consultant with copies of the salary administration policy and the current grading system.
- Contract Period/Term: 1 year
- Questions/Inquires Deadline: July 9, 2025