Pay Equity Software

The Vendor is required to provide a cloud-based Pay Equity Software Solution that enables the County to conduct automated, statistical pay equity analysis across its workforce of 700+ job classifications.
- The solution will replace manual spreadsheet-based processes, provide visual dashboards, standardized reports, and actionable remediation options to support informed, equitable compensation practices.
- The County seeks a more efficient and scalable way to identify potential pay disparities and inform corrective action through data-driven reporting.
- Pay equity is currently determined manually by a simple comparison of pay as it relates to experience, checking for protected classes within the spreadsheets.
- The County is a large governmental entity serving over one million citizens with an average workforce of over 4000 merit employees and a total workforce of 8000.
- Salaries are based primarily on the amount of prior work experience (PWE) compared to other similarly situated incumbents to manage internal equity. External equity is managed using market pricing software (PayFactors) utilizing multiple data sources for each classification. All individual pay equity analysis is performed manually in multiple Excel spreadsheets.
- System Functionality
o Provide a hosted, secure, user-friendly pay equity software platform capable of performing multivariate statistical analysis.
o Analyze employee compensation across job classifications, departments, genders, races/ethnicities, and other relevant demographic factors.
o Generate visual dashboards and customizable reports highlighting areas of pay disparity and potential risk.
o Offer decision-support features that recommend remediation strategies based on analytical results and considering budgetary constraints.
o Support annual and ad hoc analysis as well as analysis at time of hire.
- Implementation and Integration
o Deliver a phased implementation plan, including setup, testing, user training, and go-live support.
o Integrate with PeopleSoft (County’s existing HRMS) by allowing for seamless import of employee data through standardized file formats (e.g., CSV, etc.).
o Ensure full implementation is completed by December 31, 2026.
- Training and Support
o Provide training for HR administrators and analysts on system use, analytics interpretation, and report generation.
o Offer user documentation, help desk support, and regular system updates.
- Data Security and Compliance
o Comply with applicable federal, state, and local data privacy laws and best practices.
o Maintain data encryption in transit and at rest, and ensure user access controls and audit trails are in place.