Comprehensive Classification and Compensation Study

The Vendor is required to provide comprehensive classification and compensation study to evaluate and update our current employee classification system, compensation structure, and related policies to ensure competitiveness, equity, and compliance with industry standards.
- Classification Study
•Review county organizational charts and current position descriptions.
•if necessary, develop additional data collection instrument(s) such as
•Questionnaires, staff interviews, job audits, etc.
•Provide a process whereby individual employees can request an audit of their current position classification.
•Review the classification systems of comparator jurisdictions and identify similarities and differences in how work is structured, and classification systems organize work.
•Identify and recommend changes that reflect the best practices in the region.
•Evaluate the grades of all county job classes using a job evaluation methodology that addresses internal equity based on compensable factors that do not result in a discriminatory effect by race, creed, color, sex, age, national origin, religion, sexual orientation, gender identity, marital status, or mental or physical disability.
•Educate appropriate library staff on the job evaluation methodology used to ensure proper implementation and future application of the system.
•Conduct a special review of the work assigned to the library associate and librarian/public services specialist job classes; determine what, if any, differences exist in assigned work.
•Evaluate the value of any such differences in assigned work in terms of job evaluation, assigned grade, and salary; the review should also include an analysis of how comparator jurisdictions structure the work of library associates and librarians/public services specialists; the review must include an analysis of minimum requirements and state law addressing librarian qualifications; the findings, conclusions, and recommendations resulting from this special review will constitute a separate section of the final report to county.
•Recommend amendments to the current classification plan that might include the creation of new classes, elimination of unneeded classes, consolidation of existing classes, regrading of jobs based on job evaluation results and or market conditions, creation of opportunities for employee mobility such as career ladders, and assignment flexibility to improve employee knowledge and skill.
•Develop or revise position descriptions and/or classification specifications, as necessary. ensure job descriptions are in full compliance with the requirements of the act, reflect the appropriate status, uniformly reflect essential job functions, required knowledge, skill, and abilities, minimum qualifications, working conditions, and special responsibilities.
- Compensation Study
•Conduct a comprehensive review of the county compensation program and identify issues including but not limited to recruitment, retention, salary compression, pay equity and propose implementation method to correct.
•Develop and conduct a compensation survey evaluating benchmark positions (jobs with comparable duties and responsibilities, knowledge, skill, abilities, and qualifications) to comparable positions in comparator jurisdictions.
oMeasure comparator compensation in terms of earnings over time, scale minimums and maximums, actual average salaries, periodic pay adjustments, career promotional progressions, and other compensation factors that impact earnings during a normal career.
•Review county existing salary scales and recommend changes resulting from the internal and market analysis.
- Budget of $160K.