Compensation Study Services

The vendor is required to provide compensation study involving a full compensation analysis for certain jobs internal and external pay equity, pay competitiveness in the market, and best practices for its compensation practices and processes.
- Provide a compensation report to the city comprised of three (3) parts:
•    An analysis of the city’s compensation practices compared with those of its public sector counterparts in the stat area which provides detailed information on their compensation practices for union and non-union positions.
- Provide a benefits comparison report to the city comprised of three (3) parts:
1. An analysis of the city’s medical plan premium share and related employer HSA or HRA contributions which includes the following:
•    Percentage of employee premium share
•    Average employee premium share in dollars for each coverage level (single, two-person, family)
•    Plan deductible and out-of-pocket maximum
•    HSA or HRA annual employer contribution
•    Annual payment in lieu of medical
2. An analysis of employee retirement plan benefits and vesting which includes the following:
•    Type of plan (e.g., defined contribution, defined benefit)
•    Employee vesting requirements
•    Employee and employer contribution requirements
3. An analysis of specific paid leave benefits for each employee group
•    Employee groups shall include:
o    Non-union full-time hourly employees
o    Union employees
o    Supervisors and managers (salaried)
o    Department heads, directors and chiefs
•    Specific types of paid leave shall include:
o    Vacation hours provided annually
o    Sick hours provided annually
o    Personal hours provided annually
o    Number of paid holidays annually
•    Provide recommended compensation practices including a recommended compensation policy which outlines the practices to be utilized and the methods for maintaining competitive compensation practices. 
•    Consultants shall be obligated to understand each job well enough to accurately compare its compensation to other jobs in the market for an accurate compensation analysis to occur. 
•    Provide job descriptions to the consultant but expects that the consultant will inquire further if more information is needed for the consultant to ensure they have a complete understanding of each job. 
•    Meet with the city’s compensation committee, as requested [maximum of four (4) meetings], for the purpose of updating and educating the committee on the study.
•    Provide for any documentation and training necessary for city personnel to update and maintain its compensation system. 
•    Train the city’s project manager as to maintaining the recommended compensation structure, practices, and pay grades. 
•    The final study by January 9, 2026, via an in-person or virtual presentation, assuming full cooperation from the city in providing job descriptions and answering questions. 
•    The city does not need its job descriptions updated. 
•    The study is not being conducted as a joint labor-management initiative. 
•    The city will use the study recommendations as it sees fit and does not need assistance with implementation.

- Questions/Inquires Deadline: September 25, 2025