Compensation Strategy Study Services

The vendor is required to provide compensation strategy study which will include recommendations and suggestions for implementation and maintenance.
- Compensation strategy review
•    Assist the county with identifying an appropriate market. 
•    Evaluate current salary structure, comparing with other local government entities both in state and those of similar size within our local region and the private sector, making recommendations (e.g., broadening our bands, using market trends, addressing compression, internal equity, etc.) as appropriate. 
•    Recommendations should include the geographic factors that impact salaries in this area. 
•    Analyze any statewide or regional standards that employers use to assist with justifying compensation decisions, especially as it relates to determining salaries for new hires, promotions, etc. explain the effectiveness of these standards. 
•    Conduct an analysis of the current compensation and classification process and procedures and identify strengths and weaknesses, recommend necessary changes which include best practices and provide alternative options. 
•    Conduct an internal equity analysis of employee salaries and make recommendations, as needed. 
•    The analysis will also include the development of appropriate internal relationship guidelines. 
•    Conduct a customized compensation survey to determine whether current employees are compensated appropriately relative to market for similar positions based on the agreed upon new market. 
•    The survey will be used to determine the relative internal value of each classification so that a fair and equitable compensation structure can be established. 
•    Review all rewards that the county currently offers and recommend an overall compensation system that includes other incentives. 
•    Recommend pay practices that provide for in-grade and progressive rewards.
- Final report and conclusion
•    Provide a final report to include an executive summary, the approach, all findings, principal recommendations, a detailed cost analysis and implementation plan with the associated costs. 
•    The implementation plan, which includes a communication strategy and associated materials, slides, explanatory booklets, etc. and cost analysis should be broken down in phases and priority. 
•    Consultants will be expected to attend several meetings with human resources staff and other internal stakeholders to provide information, answer questions and make a preliminary and a final presentation prior to meeting with the board of commissioners. 
•    Consultants will be expected to also attend several boards of commissioners’ meetings to provide information, answer questions and make a preliminary and a final presentation to the board regarding the proposed recommendations.