Compensation Study Services

The Vendor is required to provide a consultant with demonstrated expertise in public-sector classification and compensation studies, the ability to benchmark against relevant markets, and experience providing actionable recommendations. 
- The selected firm will assist agency in maintaining a classification and compensation system that is current, competitive, and equitable, supporting the attraction and retention of highly qualified staff across all areas of the organization.
- Alignment with Strategic Objectives
•    Conduct detailed fact-finding to understand agency strategic goals for classification and compensation. 
•    This ensures that both market data and internal analysis are aligned with agency workforce needs, organizational objectives, and budget parameters.
- Market Data Collection and Analysis
•    Collect and analyze relevant public- and private-sector market data to ensure salary ranges, hiring rates, and pay practices are competitive. 
•    This analysis will support agency ability to recruit and retain highly qualified staff across all organizational areas.
- Compensation Structure Assessment
•    Assess the current salary structure to determine whether existing pay grades, ranges, and midpoints remain aligned with current market values and internal equity considerations.
- Shift Differential Policy Validation
•    Review agency recently adopted shift differential policy (HR 10.07), approved by the board of directors on June 26, 2025. 
•    The purpose of this review is to benchmark and validate the policy against industry standards and labor market data, ensuring it remains competitive, equitable, and aligned with agency overall compensation structure. 
•    This review is not intended to reconsider or modify the recently adopted policy but rather to provide independent confirmation for agency leadership and the board that the policy supports long-term workforce goals.
- Custom Salary Surveys
•    Conduct a custom salary survey if additional data is needed for specialized positions or unique labor market comparisons to include but not be limited to on-the-job training programs such as fellows and apprentices; and identification of hard to fill positions in relation to the assigned geographic areas
- Job Description and Classification Review
•    Review all job descriptions and classifications to ensure accuracy, consistency, and alignment with recommended pay structures.
- Data Reporting and Recommendations
•    Utilize current compensation technology and tools to provide detailed reporting of findings, along with clear, data-driven recommendations for agency leadership and board consideration.
- Final Deliverable
•    Provide a final, comprehensive report no later than April 2026. 
•    The report must include actionable recommendations, proposed implementation steps, and supporting documentation suitable for agency leadership.

- Contract Period/Term: 1 year
- Questions/Inquires Deadline: October 02, 2025