Classification and Compensation Study Services

The vendor is required to provide comprehensive compensation study for its workforce of approximately 85 employees.
1. Internal pay equity analysis:
• Review current salary data to identify internal pay disparities.
• Assess job classifications and corresponding pay to ensure internal equity across all employee groups.
2. External market comparison:
• Benchmark district employee salaries against other comparable agencies and industries in the region (e.g., similar sized local government entities and special purpose districts in the state and region).
• Provide market comparisons for each job classification to evaluate competitiveness in the labor market.
3. Comprehensive compensation report:
• Provide prepare a detailed report summarizing findings on internal pay equity and external market comparisons.
• Include analysis of each job classification and proposed salary ranges based on market data.
• Provide specific recommendations for adjusting salary structures to align with market conditions and internal equity.
• Conduct an analysis of required certifications and training for specific positions, and evaluate their impact on compensation structures, including eligibility for certification or skill-based pay differentials.
4. Benefits and incentive review:
• Assess current benefits offerings (e.g., health insurance, retirement plans, paid time off, etc.).
• Review incentive programs (e.g., performance bonuses, merit increases).
• Provide recommendations for improving or enhancing benefits and incentives to be competitive in the market.
5. Salary structure and job classification system update:
• Review and recommend updates to the district’s salary structure, including the development of salary grades or pay bands.
• Provide a revised job classification system, if necessary, to ensure it aligns with the district’s compensation strategy and employee roles.
• Assigning the appropriate code, state workers’ compensation code, six-digit soc code, four-digit census occupation code, and eeo-4 job category code to each position within the organization.
6. Employee training for compensation strategies:
• Conduct training for key district personnel (e.g., HR staff, managers, and administrators) on how to implement and communicate compensation strategies and practices.
• Provide guidance on how to maintain equitable pay structures and make adjustments based on future market trends.
- Questions/Inquires Deadline: July 21, 2025