Total Compensation and Pay Equity Review and Compensation Advisory Services

The vendor is required to provide a consultant that has experience in such work including assessment, evaluation and recommendations of compensation structures, job description updates and review, market review, pay equity and maintenance plan to conduct a fulsome compensation review.
- The objectives of the fulsome compensation review will be to:
•    Ensure there is an equitable and defensible hierarchy of jobs within agency;
•    Support review and updates of job descriptions;
•    Support review and updates of job evaluation tools;
•    Recommend a compensation structure that reflects external market competitiveness and offers flexibility for future growth and organizational change;
•    Support the implementation of the recommended compensation structure;
•    Provide an appropriate, meaningful comparator group and conduct a market review to ensure agency is positioned to compete effectively in the broader labour market; and
•    Ensure the organization continues to be pay equity compliant as it pertains to the compensation framework and job rates (i.e. Pay equity analysis and pay equity plan documentation).
- The consultant will conduct a fulsome review of agency existing compensation policies, structure and job evaluation tools.
- This review will consist of the appropriate people leaders reviewing applicable job descriptions to identify material changes and suggest applicable updates for approval by hr.
- The consultant shall provide recommendations on methodology to conduct these reviews (i.e. which portion of job descriptions).
- Market review and analysis
•    The salary market review conducted by consultant shall include identification of market comparators, recommendations for benchmark positions and a fulsome analysis of market comparators.
•    The market analysis shall include, but not limited to the following:
o    Compensation system
o    Salaries
o    Merit pay
o    Pay for performance
o    Hiring incentives (i.e. Recruitment bonuses, moving expenses etc.)
o    Other incentives (car allowances, cell phones etc.)
o    On-call compensation, unique pay practices (i.e. Commission, hazard pay etc.)
o    Shift premiums
o    Overtime compensation for eligible agency employees
o    Best practices on attraction and retention strategies that may have an impact from a total compensation overview
o    Benefit program
o    Retirement savings options outside of the OMERS pension plan
o    Paid time off (i.e. Vacation, floaters, lieu days, management compensation days, sick leaves, family responsibility days, wellness days, other paid leaves, statutory holidays, other religious holidays etc.)
o    Top up provisions for pregnancy and/or parental leave
o    Recognition program
- The consultant will provide final recommendations and implementation plan, with all associated costing, for updating agency compensation structure based on overall assessment of competitive salary position within the marketplace and salary and benefit review data and analysis.
- The training shall include separate group sessions for SLT, SMT and people leaders and be conducted live via virtual meeting platform (i.e. Zoom, Microsoft teams).

- Contract Period/Term: 2 years
- Questions/Inquires Deadline: October 29, 2025