Market Compensation Study Services

The vendor is required to provide conduct a position classification and compensation study of public and private employers providing comparable services and provide a comparative analysis identifying county’s competitive position in the labor market.
• Provide a comprehensive evaluation of each county classification to determine relative worth within the organization for internal equity and for the establishment of pay ranges and step progression within the ranges. 
• Leadership and employee meetings and questionnaires may be used.
• Establish appropriate benchmarking standards in collaboration with county’s human resources director and conduct market salary survey as needed for similar positions with comparable state of government entities and private employers within county’s geographic area.
• Identify incidences of potential pay compression 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.
• Provide a draft study report and meet with the county manager, human resources director and management team to discuss preliminary or initial findings.
• Produce a final written compensation study report that minimally includes final recommendations, methodology, identification of comparators, major findings, an implementation plan for applying recommended classification and compensation adjustments and an analysis of the financial impact. provide an electronic file and twelve (5) hard copies of the final report.
• The firm should expect to conduct at least one (1) presentation to the county manager, human resources director and/or management team, and one (1) final presentation to the board of county commissioners.
• Provide a manual and training to human resources staff enabling maintenance of the recommended compensation plan.
• Any recommended classification and compensation system adjustment must:
o Meet all legal requirements, be totally nondiscriminatory and provide for compliance with all pertinent federal, state and local requirements. 
be practical for county to administer, maintain and defend. 
o Accommodate organizational change and growth.
- Workforce consists of 501 budgeted full-time and 183 budgeted part-time permanent positions assigned to 133 actively applied classifications housed in 16 different departments. 
- County’s classification plan consists of 90 FLSA non-exempt and 43 exempt classifications.
- Contract Period/Term: 4 years