Job Classification and Compensation Study Services

The vendor required to provide job classification and compensation study are:
•    To review and update job classifications to accurately reflect current duties, responsibilities, and required qualifications. 
•    To assess internal equity among positions within the city.
•    To compare compensation levels with comparable public sector entities and relevant labor markets to ensure competitiveness. 
•    To identify any disparities, redundancies, or inefficiencies in the current system.
•    To provide recommendations for a revised classification and pay structure that is fair, transparent, and sustainable.
- Requirement:
a. Project initiation and planning (phase 1)
•    Conduct an initial kickoff meeting with city representatives to discuss project goals, timelines, and data requirements.
•    Review existing classification descriptions, organizational charts, pay plans, personnel policies, collective bargaining agreements, and pay practices.
•    Develop a detailed project plan, including milestones and communication protocols.
b. Data collection (phase 2)
•    Distribute job analysis questionnaires (JAQS) or similar tools to employees and supervisors to gather detailed information on job duties, responsibilities, knowledge, skills, and working conditions.
•    If needed, conduct interviews and focus groups with key stakeholders, including department heads, HR staff, union representatives (if applicable), and a representative sample of employees.
•    Collect compensation data from comparable entities, such as similar-sized public sector employers in the region and private sector employers when practical.
c. Classification analysis (phase 3)
•    Evaluate job content to determine relative worth and establish job families or hierarchies.
•    Revise or create new classification descriptions to ensure they are accurate, consistent, and compliant with act and other regulations.
•    Identify any misclassifications and recommend corrections.
•    If applicable, consolidate existing classification titles or create new ones.
d. Compensation analysis (phase 4)
•    Identify benchmark classifications and compare their current average pay and salary ranges against market data considering factors such as cost of living, geographic location, and organizational size.
•    Analyze internal equity by comparing pay across similar roles and identifying any internal equity issues.
•    Evaluate the overall pay structure for competitiveness.
e. Recommendations and implementation support (phase 5)
•    Develop a proposed classification system with updated job titles, grades, and descriptions.
•    Recommend a new pay plan, including salary ranges.
•    Develop and recommend adjustment mechanisms to include movements within range, promotions, reclassifications, etc.
•    Provide cost estimates for implementing recommendations, including phased approaches to minimize budgetary impact.
•    Offer guidance on communication strategies and training for managers, if needed.
f. Final reporting (phase 6)
•    Prepare interim reports at key milestones for review and feedback.
•    Deliver a comprehensive final report including the following:
o    Methodology, techniques and data used to develop the proposed plan
o    Assessment of the city’s current pay plan and pay practices
o    Outreach efforts
o    Existing labor market conditions of comparable organizations
o    Summarizing findings, recommendations, and supporting data.
•    Present the final comprehensive final report to the city commission, city manager, and management team to explain methodology, survey results, and recommendations during a minimum of three (3) in-person meetings.

- Questions/Inquires Deadline: December 9, 2025