Classification and Compensation Study Services

The Vendor is required to provide to conduct a classification and compensation study.
- The selected Consultant to conduct a thorough review of its current classification and compensation system and, if determined, introduce a new classification and compensation system for the Town to meet its needs over the next several years.
- The recommendations will allow for efficient and effective classification processes, offer fair and competitive wages, comply with state and federal laws and conform to accepted practices, which will ensure retention of qualified workers.
- The Classification and Compensation system established internal equity (ranking) among employees across departments in the Town based on several factors such as education and experience, decision making, supervision of others, specialized technology, etc.
- Conducting this study is for the Town to ensure an ability to attract and retain qualified employees and ensure compensation is adequate with assigned duties; and that positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together.
- The study will include evaluating and updating existing position descriptions and ranking them within the existing or new Classification and Compensation system.
- The analysis results, the Consultant will classify those positions according to a uniform standard, identify problem areas, recommend updates, and implement a framework for a compensation structure that enables the Town to remain competitive in the recruitment and retention of talent.
- Classification
•    Review
o    Review current classification grading methodology (grade levels, steps, ranges), relevant policies, collective bargaining agreements, and understand the issues with the current system and the Town’s desired outcomes and goals for the project.
•    Recommendations
o    Identify class specifications and recommend appropriate classification for each group of positions, including correction of identified discrepancies between existing and proposed classification group (management vs. no management, administrative, technical, professional, trades, skilled labor, safety-sensitive, etc.)
•    Needs Assessment
o    Rank position descriptions in terms of how necessary or critical the description is in need of revision or complete re-write, using criteria that takes into account the relevance of actual vs. written duties or other determined criteria.
- Compensation
•    Review
o    Review current compensation plan (salary, grade levels, steps, ranges) and understand current challenges in recruiting and retaining employees, and internal equity and scale compression. Review policies and procedures that address progression through the current compensation plan such as step increases, merit increases and bonuses, and performance-based increase options.
•    Analysis
o    Survey at a minimum ten (10) but no more than twelve (12) comparable municipalities identified in conjunction with the Town to compare compensation for up to seventy (70) position titles.
•    Recommendations
•    Philosophy
o    Identify and recommend a philosophy for the Town's compensation system consistent with values and based on competitive market position that the Town can strive to maintain. Consider what, if any, effect the availability of remote work should have on compensation.
•    Structure
o    Based on the analysis and survey data, recommend changes to the present compensation structure. This recommendation may include revisions to the current pay structure and step progression, and recommendations to prevent compression.
•    Position Ranges
o    Recommend appropriate classification for each position based on results of job evaluation. 
- Budget: $220 million.

- Contract Period/Term: 1 year
- Questions/Inquires Deadline: September 11, 2025