Employee Classification and Pay Evaluation Services

The vendor required to provide employee classification and pay evaluation services to establish equitable and consistent job classifications and pay structures to improve retention, reduce grievances, and enhance transparency.
- Requirements:
1. Classification and grading:
•    Develop a comprehensive job classification system to categorize positions based on their relative value.
•    Establish salary bands for each job grade. 
•    Define salary ranges associated with each tier, including minimum, midpoint, and maximum salary levels.
•    Establish master job descriptions for each job grade with enough flexibility to meet varying departmental and administration needs.
•    Determine appropriate salary ranges within each band, considering factors such as experience, education, and performance.
•    Develop criteria for determining when an employee’s salary should be above or below the midpoint of their salary band.
2. Job analysis:
•    Recommendations on existing staff using recommended classification and grading by executing the following:
o    Conduct a thorough review of all job titles within agency;
o    Evaluate existing job titles and descriptions to identify mismatches and misalignments;
o    Assess the duties, responsibilities, and required qualifications for each position;
o    Identify inconsistencies or mismatches between job titles and actual job responsibilities; and
o    Propose alignment with new classification and grading plan based on findings.         
3. Salary structure analysis:
•    Evaluate current salary ranges for each new and recommended job title.
•    Identify instances of pay compression or inequities.
•    Assess alignment of salaries with regional market rates, state funding constraints, and internal equity.
•    Make recommendations on phase-in plan based on highest risk, retention and prioritization, and cost constraints.
4. Progression series:
•    Assess current job roles and create a clear progression series outlining career paths and salary advancement opportunities where appropriate.
•    Career paths should be interpreted as levels including, but not limited to entry, intermediate, and senior.
5. Salary recommendations:
•    Provide recommendations for adjusting salaries to address pay inequities and ensure fair compensation.
•    Propose changes to job titles or classifications as needed to align with the revised salary structure.
•    Ensure recommendations are within budgetary constraints and propose adjustments within the allocated budget.

- Contract Period/Term: 1 year
- Questions/Inquires Deadline: November 19, 2025