Classification and Compensation Study Services

The vendor required to provide classification and compensation study services for include:
1. Discovery and planning
•    Review the current classification and compensation system for non-represented city employees. 
•    Review existing job descriptions (approximately 65). 
•    Communicate with employees, as required, to obtain feedback on the current plan.
2. Job documentation
•    Analyze job descriptions through review of knowledge, skills, essential functions, education and experience relevance and hierarchical consistency. 
•    Identify distinguishing characteristics, supervision received and exercised, and specific requirements including licensing and certification requirements for job descriptions to develop appropriate classification groups. 
•    Document and validate job descriptions for act-appropriate language. 
•    Review and assess current positions description format and provide recommendations on updating template. 
•    Develop uniform language to be used as a base template for all descriptions.
3. Market benchmarking
•    Identify appropriate market comparisons.
•    Evaluate the city’s present salary and benefit structure as compared to identified comparison group(s).
4. Structure design and internal equity
•    Provide recommendations to adjust job classifications and wage scales based on market research while maintaining internal equity across positions. 
•    Recommend fair labor standards act (FLSA) exempt and non-exempt status changes, if needed. 
•    Recommend changes and create updated position descriptions. 
•    Assist the city in implementing a transparent wage structure that recognizes employee certifications, licenses and training in order to move from a standard annual increase to a merit-based increase with cola. 
•    Evaluate the city’s current performance evaluation processes and make recommendations to ensure the process aligns appropriately with the compensation plan and it is easy for employees and supervisors’ heads to administrate. 
•    The tool should also emphasize creating a meaningful process for evaluation that allows for consistency, awards exemplary performance or other significant employee contribution and trust organization wide.
5. Pay equity and compliance
•    Review employee assigned classifications and current compensation.
•    Identify inequities and recommend solutions.
•    Evaluate and identify potential pay compression issues and provide alternative solutions.
•    Ensure plan minimizes any financial impact on the city’s participation.
6. Knowledge transfer and training:
•    Deliver a comprehensive final report that includes findings, recommendations, and an implementation plan for proposed changes.
•    Provide staff training for ongoing administration of the compensation system.
•    Ensure city staff have the ability to maintain the integrity of the classification system in future years.

- Contract Period/Term: 1 year
- Questions/Inquires Deadline: December 5, 2025