Compensation Study Services

The vendor required to provide classification and compensation system was last reviewed and updated in 2023.
- Include updating its current compensation system to:
•    Attract and retain qualified employees.
•    Ensure positions performing similar work with essentially the same level of complexity, responsibility, and required education, knowledge, skills, and abilities are classified together. 
•    Provide salaries commensurate with assigned duties. 
•    Maintain a competitive position with other comparable government entities and private employers; and, 
•    The current pay philosophy and practices for competitiveness and analyze the lowest minimum salary within the system to determine if it continues to produce a living wage.
- The firm selected is expected to:
•    Department director and appropriate departmental staff to understand departmental recruitment and retention challenges as they relate to compensation, general hierarchy, and classification structure. 
•    Review specific classification groupings, conduct a job analysis (if needed), review position placement within the compensation system, and recommend appropriate changes for groups that are identified as having possible misalignment (e.g., administrative positions). 
•    Identify and recommend comparable labor markets, including both public and private sector employers, for a compensation survey. 
•    The recommendations should be provided prior to implementation of the study for approval by city administration. 
•    Develop and conduct a comprehensive compensation survey for city positions. 
•    Review the current compensation structure and recommend appropriate changes to salary ranges for each position based on the classification plan, compensation survey results, and internal relationships and equity. 
•    Review and update the city’s current salary structure using the results of the survey and best practices. 
•    Develop new or recommend changes to current policy to assist city staff with determining the starting pay for new employees based on knowledge and experience above the minimum requirements of the positions, how difficult the position is to fill, and market competitiveness. 
•    Recommend implementation strategies including calculating the cost of implementing changes to the plan with current employees, if necessary, and the future impact of the recommended changes.
•    Identify any unique current individual or group compensation inequities and provide a recommended corrective action plan and process to remedy these situations. 
•    Create updated job clarifications and structure documents, as appropriate. 
•    Recommend 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, etc.
•    Provide system documentation and computer formats and software to administer the pay plan. 
•    Provide recommendations for the ongoing internal administration and maintenance of the proposed compensation plan. 
•    Review the current methods and forms for new classifications and guidelines for adding them to the compensation system appropriately to ensure continued relevancy. 
•    Conduct a compression analysis and include recommendations for addressing concerns and the cost for doing so, with the understanding that the city utilizes pay for performance and pay is individualized. 
•    Provide comprehensive training to identified members of city staff to ensure the new system can be explained and administered appropriately in the future. 
•    Provide the human resources director with regular updates regarding the project status. 
•    Conduct and lead meetings with city administration and city council as required at specific milestones (to be determined based on project plan) and at the end of the project. 
•    Create letters and other necessary communication templates for sharing survey results with employees. 
•    Provide and adhere to a project timeline agreed to by the city.

- Questions/Inquires Deadline: November 21, 2025