Comprehensive Classification and Compensation Plan Services

The vendor required to provide comprehensive classification and compensation plan services for include:
a. Classification study
•    Identify the fair labor standards act (FLSA) status (exempt or non-exempt) of each position. 
•    Present proposed recommendations to the division's senior leadership team for review prior to final classification determinations. 
•    Finalize class specifications and recommend appropriate classifications for each position. 
•    Submit recommendations for implementation and transition measures. 
•    Develop a straightforward, easily maintained classification system and maintenance plan for human resources to ensure ongoing equity and accuracy. 
•    The final system should be provided in an electronic format.
•    Conduct a comprehensive training program for senior leadership to ensure understanding of the system and the ability to clearly communicate it to stakeholders.
b. Compensation study
•    Collaborate with the division's senior leadership team to identify comparable labor markets, including both public and private sector employers, for use in the compensation survey. 
•    Develop and conduct a comprehensive compensation survey that includes degree supplements and provide recommendations based on the findings. 
•    Recommend appropriate salary ranges for each position and corresponding salaries for each employee, taking into consideration survey results, internal equity, and best practices. prepare a new salary structure based on these results. 
•    Recommend implementation strategies, including an analysis of the financial impact and cost of implementing the new plan. 
•    Provide recommendations and implementation strategies for other key compensation practices based on market trends, which may include:
o    Skill-based pay
o    Special assignment pays
o    Certification pays
o    Bilingual pay
o    Promotional pay
o    Acting assignment pay
•    Provide system documentation and any required electronic formats or software necessary to administer the compensation plan. 
•    Recommend processes for the ongoing internal administration and maintenance of the compensation plan. 
•    Develop a longevity plan applicable to all positions, including the teacher salary scale. 
•    Provide recommendations for substitute pay rates that are competitive with comparable school divisions and local employers.

- Contract Period/Term: 5 years
- Questions/Inquires Deadline: December 1, 2025