Non Union Employee Compensation Study Services

The Vendor is required to provide a comprehensive employee compensation study and as required related services.
- Assist the Library in developing a multi-year, strategic plan for maximizing the effectiveness of the dollars spent on total compensation.
- Adopt a plan that will keep the Library competitive in the marketplace, while retaining and recruiting quality employees.
- Goals:
•    To recommend and maintain an appropriate total compensation program for nonunion employees.
•    Maintain employee satisfaction by providing a competitive compensation program that will enable the library to attract, hire and retain high quality employees.
•    Demonstrate fiscal responsibility by utilizing library resources to fund an effective and competitive compensation program.
•    Identify compression or inequity issues and effectively resolve.
•    Enhance the pay for performance program.
- The employee compensation study shall consist of the following:
•    Review all non-union employee job descriptions and make recommendations for new job descriptions or updates to existing job descriptions according to the function each employee performs compared to his or her stated job description.
•    Compare all non-union employee salaries, including the president & CEO, to internal and external markets. 
•    Determine if there are compression or inequity problems and make recommendations for improvements.
•    Provide benchmark findings of total compensation packages by position that includes comparable positions in other local library systems, government, non-profit and private sector organizations.
•    Conduct act exempt/non-exempt review and analysis of all full-time positions.
•    Review and analyze non-union positions and determine if there are any equity issues within the same titles based on qualifications, experience and tenure and provide recommendations for resolving such issues.
•    Develop recommendations for determining new hire or promotional salaries.
•    Evaluate current compensation structure and determine if the structure aligns with and supports operational goals. 
•    Provide recommendations for employees that have reached salary range caps.
•    Recommend alternative compensation systems that may better align with the library’s goals.
•    Review and make recommendations for salary ranges on a bi-annual (every two years) basis.
•    Other related services as may be required by the library to be performed at hourly rates.
•    Recommend an executive compensation and benefits policy for the president and CEO position.

- Contract Period/Term: 2 years
- Questions/Inquires Deadline: December 4, 2025