Classification and Compensation Study Consultant Services

The vendor is required to provide to studying job duties of filled and vacant positions, recommending a classification structure, recommending allocation of filled positions, conducting a classification and compensation study of market comparable agencies and advise the city on recommended compensation models.
- Classification review
• Develop and provide a documented focus framework for a comprehensive citywide classification study to serve as the major resource used in the implementation and completion of the project, including, but not limited to:
o Strategies, methodologies, and factors to include in reviewing in revising classification specifications, goals, and objectives and timeline for completing the study; 
o Communications plan that includes
▪ Email to employees when the study is launching so employees, managers, recognized employee organizations, and the community are informed that a study is being conducted; 
▪ Intermittent communication throughout the project updating employees, managers, recognized employee organizations, and the community on the progress; 
▪ Outreach when the study is concluded so employees, managers, recognized employee organizations, and the community are informed of the outcomes; and 
▪ Conduct multiple focus groups (workshops) with employees, executives, and major stakeholders (to be determined);
• Conduct job analysis and classification evaluations through position description questionnaires or other similar tools and appropriate desk audits; 
• Conduct interviews with all employees in single position classifications, a representative sample of employees in multiple position classifications, and appropriate management personnel to validate the information; 
• Develop and provide job descriptions for all recommended classifications; 
• Recommend screening criteria and selection methods, and identify relevant employment tests that may be considered for validation; 
• Determine classification designations (exempt and non-exempt) pursuant to the fair labor standards act (FLSA); 
• Suggest new classification specifications to reflect current duties and requirements of the position, including physical requirements and essential job functions. 
• The classification specification (job description) shall use consistent format language across all job descriptions include the following sections:
o Definition
o Distinguishing characteristic (if appropriate)
o Supervision exercised and received
o Essential duties (including, but not limited to, driving, on-call/standby, emergency response requirements)
o Non-essential duties
o Qualifications (knowledge, skills and abilities, experience and education)
o Special qualifications (such as driver licenses, licenses, certification, background check)
o Physical and environmental (include working and hearing) conditions
o FLSA designation
o Flexibly staffed, if applicable
o EEO designation
o Workers’ compensation codes
o Include that city employees are designated as disaster service workers under code §§ 3100-3109, as amended
• Update a classification plan for approximately 172 classifications; 
• Identify a classification structure that reflects the city’s overall classification system and make suggestions for compensation strategy, including the terms and development of career ladders for city positions, and recommend potential modifications to job titles or classifications based on results of analysis
• Review the background materials, including existing classifications, organizational charts, budgets, salary resolutions and schedules, personnel rules, applicable memoranda of understanding, and related information; 
• Hold and facilitate on-going meetings with employees, executives, and major stakeholders;
• Present and recommend the final classification and listing showing the recommended allocation of positions for each classification; 
• Provide a final report on the comprehensive citywide classification and compensation study; 
• Create and suggest appropriate implementation; 
• Develop and provide a recommended project implementation plan; 
• Provide written and oral presentation of the final comprehensive citywide classification and compensation study to the human resources director and other key city leaders; and 
• Designate and provide a project manager throughout the comprehensive citywide classification and compensation study.
- Compensation study
• Develop and provide a documented focus framework for a comprehensive citywide classification and compensation study to serve as the major resource used in the implementation and completion of the project, including, but not limited to: 
o Strategies, methodologies, goals, objectives, and timeline for completing the study; 
• Provide a compensation evaluation method/system; 
• Meet and consult with human resources to identify benchmark classifications. this will include:
o Reviewing the city’s existing compensation system;
o Gathering necessary information through the use of questionnaires, job audits, personal interviews, or other accepted methods; 
o Analyzing existing internal hierarchy based on job/classification relationships, identifying issues and concerns within the internal hierarchy and proposing implementation methods to correct them; 
o Reviewing current classification grade and proposing strategies;
• Complete an internal base salary relationship analysis, including the development of internal relationship guidelines; 
• Develop external competitive and internal equitable salary recommendations for each classification included within the study; 
• Suggest a salary range to each classification which reflects the results of the market survey and the analysis of the internal relationships
• Hold and facilitate on-going meetings with employees, executives, and major stakeholders; 
• Present draft results and recommendations of the salary survey to management and recognized employee organizations. 
• Topics and areas of considerations include:
o Compensation plan that identifies specific parameters (i.e., percent spreads between ranges and within ranges); 
o Implementation strategies, including projected cost to implement the recommendations; 
o Staff training, as needed during initial implementation, and an instrument for ongoing administration and maintenance of the proposed plan, such as but not limited to an excel document with formulas; 
o Comprehensive compensation plan based on objective analysis and evaluation of job content; 
o Project implementation plan; 
o Written and oral presentation of the final comprehensive citywide compensation study to report to the human resources director and other key city leaders; and 
o Designate and provide an on-site project manager throughout the comprehensive citywide classification and compensation study.
- Contract Period/Term: 1 year
- Questions/Inquires Deadline: August 1, 2025