Comprehensive Classification and Total Compensation Services

The vendor is required to provide classification and compensation system, including benefits, analyzing current jobs performed by employees, determining the correct market pay for each position, establishing the market value of the employee benefits package, and providing a market analysis of the total compensation including salary and benefits.
• Provide a comprehensive evaluation of job classifications to determine relative worth within the organization for internal as well as external equity. 
• Conduct briefing session(s) to explain methodology, results, and recommendations with team members, department heads, managers, supervisors and employee association representatives and city council presentation as appropriate.
• Identify and recommend comparable organizations and competitive labor market comparisons for position classifications and provide basis for inclusion. 
• Recommend benchmark classes for inclusion in the salary survey analysis. 
• Recommend salary survey benchmarks in conjunction with relevant benchmark classifications. 
• Develop an internal equity plan establishing how all city classifications relate to the benchmark classifications. 
• Review positions and job descriptions to determine proper classification by analyzing factors such as responsibility and decision-making level, complexity of work, consequence of errors, level of independence, and knowledge, skills and ability requirements. 
• Determine whether positions are appropriately classified and make recommendations for change, including reallocating to a different class, merging similar classifications, revising and/or retitling positions. 
• Conduct comprehensive evaluation of city's total compensation, including but not limited to base pay, educational incentive pay, special assignment pays, certification pays, employee retirement contribution, health insurance (medical, dental, and vision), uniform allowance, longevity pay, deferred compensation, and leave accrual rates compared to market data. 
• Conduct a full compensation survey, complete with recommendations for cost of implementation. 
• Make recommendations for updates and/or changes to existing classification and compensation policies. 
• Analyze and recommend changes to the present compensation structure to meet market analysis. 
• Recommend compensation levels, range spread, and range placement for positions based on market study and internal analysis. 
• Make recommendations for adjustments to pay and benefits that may be needed. 
• Work with management to develop recommendations on compensation setting philosophy relative to market position to ensure a competitive presence. 
• Recommend an appropriate salary range for each position based on the classification plan, internal relationships, and equity. 
• Provide updates, when requested, throughout the process with the city to explain methodology, survey results and recommendations. 
• Provide recommended strategy for implementing any changes suggested based on findings within the context of city policies and procedures.
• Work with the key staff in developing implementation plans and strategies for maintaining the program in the future to maintain internal compensation equity when adding, changing, and deleting classifications. 
• Analyze, review, and summarize data for presentation to the city. 
• A manual and electronic version of the final report of the classification and compensation study to include a word version of job classifications and excel version of compensation study.
- Contract Period/Term: 1 year
- Proposer Conference Date: July 10, 2025
- Questions/Inquires Deadline: July 17, 2025