Salary and Compensation Study Services

The vendor is required to provide salary and compensation study services for all agency employees.
- Objectives
1. Collective bargaining contract evaluation
•    Conduct a comprehensive review of all six collective bargaining unit contracts.
2. Job description review and classification updates
•    Analyze current job descriptions for accuracy, scope of duties, and alignment with comparable roles.
•    Recommend reclassification or restructuring where needed to reflect actual levels of responsibility.
3. Compensation and benefits benchmarking
•    Compare agency salary and benefits packages against peer institutions and regional employer data, peer regional community colleges of similar size, student population, and program offerings.
•    Evaluate administrative and academic dean and director compensation relative to nonteaching professionals, including:
o    Student services and direct support staff
o    Program and administrative assistants.
o    Maintenance and custodial staff
4. Pay compression and equity analysis
•    Identify and analyze areas of pay compression and internal inequities.
•    Provide actionable solutions to address compression while maintaining fiscal responsibility.
5. Market valuation and best practices
•    Provide market ranges for all key positions.
•    Recommend strategies to ensure long-term competitiveness and retention.
•    Ensure recommendations comply with state and federal labor regulations and reflect higher education best practices.
- Requirement:
•    Meetings with agency leadership as determined by the board of trustees and the college president. 
•    Receive and verify HR data: employees, job titles, FTE, current base salary, pay steps, stipends, adjunct and overload pay, longevity, job descriptions, classifications, payroll history, benefits costs (employer shares) and current collective bargaining agreements. 
•    Data of all bargaining units and identification of employees and those non-unit employees (management confidential) 
•    Review and analysis of bargaining unit agreements and non-union practices
o    Comprehensive summary of each bargaining unit agreement: i.e., contract terms, salary tables and steps, increases, step language, adjunct and contingent pay, supplements, longevity, overtime, call-back, stipends, workload definitions, layoff and recall, health and welfare language, employer contribution levels, retirement language, and other economic provisions.
o    Comparative matrix listing similarities and differences across agreements and versus non-union compensation practices, e.g. step structure vs. salary schedule; defined salary increments vs. negotiated percentage increases, differences in premium sharing for health benefits, leave accruals, overload pay policies, longevity. 
o    Analysis of how contractual differences translate into total compensation disparities, salary plus employer benefit costs plus paid time off plus other employer costs.
•    Assess internal equity issues and pay compression and lagging groups.
o    Review and recommend a job evaluation or classification method appropriate for agency. 
o    Provide job descriptions, reclassifications recommendations when necessary.
•    Recommend salary structures
o    Ranges, midpoints, minimums, maximums, step policies for classified, professional and management groups and recommended banding for faculty ranks.
o    Recommend short-term and long-term implementation strategies i.e., phased adjustments, one-time corrections, budget impact scenarios. 
o    Include suggested language or guidelines to apply consistently across unions and non-union groups when legally appropriate. 
o    Provide recommended updates to policy documents, salary administration policy, adjunct pay, stipends, overload and simple contract language or implementation protocols for HR.

- Contract Period/Term: 1 year