Compensation Study Services

The vendor is required to provide compensation study services for include:
•    Conduct a full market salary analysis with comparable labor markets statewide to include metro agency and neighboring school districts.
•    Agency leaders, collaboratively develop a new agency compensation philosophy that supports agency efforts to attract and retain the best talent, while establishing a consistent and competitive market position within agency budget restrictions
•    Analyze and update salary schedules while minimizing compression and assuring internal fairness and external competitiveness. 
•    Establish guidelines that govern classification and compensation for all agency employees. 
•    Include recommendations for compensation guidelines that will protect the integrity of the compensation system when or if budget constraints threaten the system. 
•    Evaluate all full-time agency employees’ current salaries and make recommendations to establish proper salary placement, eliminate compression issues, and close the gap where inequities occur. 
•    Include the financial cost to the district, timelines, and an implementation strategy.
•    Develop and implement performance based and criteria-based salary bands in identified areas. 
•    The salary bands at the school level would only apply to principals. 
•    Salary bands at the district office would be designed for director level positions and above. 
•    Evaluate existing compensation and classification processes and make recommendations that align with business standard best practices. 
•    Develop a comprehensive employee communications plan to inform on the results of study, the new compensation philosophy of the district, and the implementation of changes that have been recommended.
•    Upon completion of the compensation study, the consultant shall provide training to appropriate district staff on the utilization and maintenance of the compensation and classification system. 
•    This includes ensuring that all processes are in place, working, and understood by the organization. 
•    The consultant should provide all digital and hard copy documentation and other relevant materials so the district will be able to maintain the system independently of the consultant following the implementation of the compensation study. 
•    County expects on-going and open communications between our human resources division and the consultant over the course of the study.
•    Bi-monthly meetings to update and inform progress with the HR team are mandatory.  
•    The consultant, upon request of the project owner, will provide status updates and present to county senior cabinet, board of education, and other important stakeholders.

- Contract Period/Term: 1 year
- Pre-Proposal Conference Date: August 28, 2025
- Questions/Inquires Deadline: August 29, 2025