Classification and Compensation Study Services

The vendor is required to provide a comprehensive classification and compensation study that will determine whether the existing classification and compensation schedules are competitive with today’s market of comparable entities for attracting and retaining highly qualified employees, as well as address the internal relationships within the organization to help determine proper equity.
- Prepare a comprehensive summary and formulate recommendations for revising the job classification and salary plan detailing the following:
• Ensures equity and market competitiveness to effectively attract and retain qualified employees.
• Facilitates compensation decision-making that is grounded in valid data and is consistent and defensible throughout the organization.
• Is adaptable and responsive to changes in the city’s objectives or organizational structure while remaining straightforward and easily communicated to employees?
• Identify relevant labor markets, encompassing both private and public sector employers, for the compensation survey.
• Establish appropriate benchmarking standards for comparison
- Evaluate the existing compensation plans for all employee groups, including salary structures, grade levels, and step increments, encompassing approximately 190 positions.
- Compile the survey results into a clear and objective summary that details the following:
• Agencies surveyed
• Position titles surveyed
• Position titles that align with city position titles in terms of level of responsibility, minimum qualifications, and essential job functions
- Perform a comprehensive salary survey of job classifications in comparable organizations, encompassing both salary ranges and actual salaries.
- Drawing upon the survey results and a thorough examination of internal relationships among positions and classifications, recommend a revised classification and compensation plan.
- Propose appropriate salary ranges for each position based on the classification plan, compensation survey results, and internal relationships and equity.
- Additionally, develop a new salary structure informed by the survey outcomes and best practices in the field.
- Based on the recommended pay plan, evaluate existing salaries to determine proper alignment within the proposed classifications and recommend appropriate “equity adjustments” as warranted.
- Review, create and update job descriptions to include ADA requirements, exempt/non-exempt status, essential and non-essential employee.
- Contract Period/Term: 1 year
- Non-Mandatory Meeting Date: May 27, 2025
- Questions/Inquires Deadline: May 30, 2025