Job Classification and Compensation Plan Study Services

The vendor is required to provide job classification and compensation plan study services for include:
• Conduct a comprehensive benchmark analysis of all city positions with comparable surrounding (regional) jurisdictions and applicable public sector competitors.
• This analysis must include total compensation package (pay, benefits, paid time off, retirement, etc.)
• Identify potential pay compression issues and provide potential solutions.
• Review existing position descriptions to ensure current and accurate fair labor standards act (FLSA) exemption status, essential functions, minimum qualifications for education and experience, required knowledge, skills, and abilities, special requirements, and physical and environmental conditions; update the descriptions as needed.
• Review existing position titles to ensure uniformity across city departments and comparable with surrounding jurisdictions.
• Gain an understanding of the city’s existing classification, grouped positions and compensation structure and revise where needed.
• All background materials including, but not limited to, existing salary scale, organizational charts, classification specifications, etc.
• Perform a pay compression analysis of all city positions.
• Initial meeting with the city manager, human resources director, finance director, and other required personnel to discuss the process and tasks to be performed in the study to include reasonable dedication of key personnel
• Meet with department heads to explain study and process to be used
• Provide frequent updates to human resources director, point of contact.
• Review current compensation plan (salary grade levels and steps) and understand current challenges in recruiting and retaining employees.
• Recommend and identify a consistent and competitive market position that the city can strive to maintain.
• Recommend comparable public-sector labor markets for compensation salary
• Develop and conduct a comprehensive compensation and benefits survey.
• Recommend appropriate salary range for each position based on the classification plan, the compensation survey results, and the internal relationships and equality.
• Prepare a new salary structure based on the results of the survey and best practices.
• Develop guidelines to assist city staff with determining the starting pay for new employees based on knowledge and experience above the minimum requirements of the position, how difficult the position is to fill, and market competitiveness.
• Identify any extreme current individual or group compensation inequities and provide a recommended corrective action plan and process to remedy these situations.
• Make recommendations and provide implementation strategies related to other key compensation practices, based on market demands, including pay for performance, skill pay, special assignment pay, certification pay, bilingual pay, promotional pay, and acting assignment pay.
• Provide a complete copy of the updated pay scale(s) in electronic format
• Provide recommendations for the ongoing internal administration and maintenance of the proposed compensation plan.
• Include annual activities such as market survey.
• The city will provide copies of all pay ranges, job classifications, and any other available inhouse information requested by the selected consultant that may be required to complete the study.
• The city of flowery branch 10-year staffing plan, developed based on growth projections, for appropriateness and recommend any additional positions as compared to other local communities.
- Additional work
• In the event that the city requires additional work outside of these specifications, the contractor shall perform all work at a competitive industry price
• Additional work may be added to the contract as the need arises
• The contractor will be required to demonstrate the ability to properly execute the expanded workload with the necessary increase in labor, materials, and equipment.
- Questions/Inquires Deadline: April 25, 2025