Employee Compensation Study Services

The Vendor is required to provide to conduct a comprehensive employee compensation study services.
- Compensation Study - Recommendations and Implementation Alternatives
•    Consultant will utilize the results from the compensation study to provide cost impact scenarios to identify the financial impact of changing the city’s compensation program. 
•    Cost-impact scenarios will take into consideration the current impact on position incumbents including (but not limited to): new salary structure, new job hierarchy and, if necessary, changes to pay related policies.
- Current Job Classification and Salary Plan
•    Review the current job classification and salary plan, and procedures to analyze their strengths and limitations.
•    Determine how well the current job classifications and salary plan meets organizational objectives and reflects current job content and organizational structure.
•    Evaluate current pay plan structure (i.e. Number of pay grades, including additions, deletions, and/or consolidations, appropriateness of pay range spread from salary minimum to maximum).
•    Recommend alternative approaches and strategy for potential improvements including providing consulting support for implementation. Include training for additional and or new analysis system and implementation alternatives.
•    Develop a job analysis tool to be used to gather information from city employees, and leadership on the job classifications they are currently serving in. (the content and questions to be used in the job analysis are subject to review and approval by the city).
•    Conduct outreach, with management level and senior leadership employees (in person and virtual) to ensure that the classification and compensation study process, procedures and final results are communicated throughout all levels of the organization.
•    Conduct interviews with management level employees to validate the information obtained during the data gathering phase.
•    Conduct job analyses/job audits of all job classification to verify and validate information from existing job descriptions to determine if classifications are correctly allocated in an organizational hierarchy.
- Compensation Survey
•    Conduct a comparison and analysis of all non-bargaining job classification. 
•    Analyze the job tasks for each position surveyed for the best match and benchmark pay ranges to local public and private sector markets. 
•    Benchmark agencies shall include 12-15 local public agencies, which are seen as comparable relative to services rendered and seen as competitors for quality employees. 
•    The consultant’s listing of benchmark agencies to be utilized in the study shall be subject to the city’s review and approval prior to the initiation of the work.

- Questions/Inquires Deadline: December 8, 2025