Salary and Market Research Study Services

The Vendor is required to provide salary, staffing, and market research during the 2025-2026 school year on an “as needed” basis.
- Conduct a comprehensive market analysis to ensure our compensation structure remains competitive within the education sector and regional labor market.
- Salary Market Adjustments
•    Conduct salary comparisons between the district and similar educational organizations within the region and state.
•    Identify comparable school districts based on size, student demographics, and location.
•    Review salary data across all job categories, including certified/licensed staff, support staff, and administrators.
•    Evaluate total compensation packages, including base pay, stipends, and additional earnings.
•    Highlight roles where pay is significantly above or below market rates.
•    Assess internal equity and pay compression concerns.
•    Recommend implementation strategies, including phasing options and budget impact analysis
- Job Classification and Alignment
•    The consultant will review and align job descriptions and classifications to ensure consistency, equity legal compliance, and best practices.
•    Review and update all existing job descriptions for accuracy, completeness, and legal compliance.
•    Conduct job analyses using employee input, supervisor feedback, and documentation.
•    Evaluate classification and grading systems for consistency, fairness, and FLSA exemption status.
•    Identify outdated or misclassified roles and recommend reclassification where needed.
•    Ensure similar roles are grouped appropriately and compensation aligns with Equal Pay Act standards.
- Salary Structure Development
•    Evaluate the current salary structure—including ranges, steps, and grades—for overall effectiveness and alignment with organizational goals.
•    Define clear criteria for salary placement within ranges, considering factors such as experience, education, and performance.
•    Develop salary schedules that promote career growth, address pay compression and ensure internal equity across roles and supervisory levels.
•    Assess the need for differentiated structures tailored to specific employee groups (e.g., teachers, support staff, administrators).
•    Provide implementation recommendations including transition plans for current employees 
•    Create documentation and tools for ongoing salary administration.
- Staffing Analysis
•    Review current staffing levels across all departments and schools, considering student enrollment trends and demographic shifts.
•    Assess student-to-staff ratios for instructional and support roles, comparing them to state requirements, best practices, and peer districts.
•    Evaluate staffing allocation models and distribution for equity, identifying gaps, redundancies, and needs in specialized programs (e.g., special education, English learners).
•    Analyze administrative and support staffing for operational efficiency and effectiveness.
•    Explore alternative staffing models and innovative approaches used in comparable districts.
•    Provide recommendations for optimal staffing levels, including formulas for future planning, fiscal impact modeling, and tools for ongoing analysis.

- Contract Period/Term: 1 year
- Questions/Inquires Deadline: November 24, 2025