The vendor required to provide classification and compensation study, a recommended classification and compensation plan, and on-going consulting as requested.
- Required tasks of the consultant
• Assess authority current compensation program for non-represented salary and hourly positions.
• Develop and review with authority director of human resources and CEO, the methodology and survey instrument to be used prior to commencing the accumulation of data.
• Review and rank authority current total compensation practices and salary structure against those of local public agencies (minimum of three), geographically appropriate private sector employers (minimum of three), and comparable transit agencies (minimum of three), all chosen in consultation with authority.
• Recommend a salary structure for administrative employees that includes grade differentials, range spreads, and that includes separate incentive compensation plan options, as determined, based on market data.
• Recommend how the value of the benefits package should be factored into the total compensation package for each position.
• Recommend where each of authority current administrative positions should fall within the recommended structure, assuring internal equity, including roles that supervise represented employees.
• Establish a trend line in accordance with authority compensation philosophy (i.e., where authority wants to be in relation to salary ranges in the area and industry).
• Make recommendations on whether to lead, match, or lag the market, along with the classifications that fall into each category.
• Provide an analysis of the financial impact on the authority budget for the new classification and compensation plan.
• Provide a comprehensive plan for implementation and maintenance of the plan, independent of the consultant, including a suggested timeline, any necessary training, rules, policies, procedures, documentation, and tools for communicating the organization’s compensation philosophy and plan to current employees, as well as “marketing” the plan to potential employees.
• Provide a plan for keeping the compensation study up to date by means of periodic market studies.
• The plan should include suggested timelines and classifications that could be designated for benchmarking.
• Provide training to appropriate authority employees on maintenance and conducting updates to the plan.
• Schedule and attend regular meetings to provide progress reports to the director of human resources and CEO.
• Resolve any inconsistencies in the survey data and be prepared to discuss the survey data and study recommendations during a presentation of the draft results to the director of human resources and CEO.
• Present the final study results and recommendations to the authority board of directors at one of their monthly meetings; be prepared to attend additional meetings of the authority board, as requested.
• The completion of the study, provide all working papers, position questionnaires, survey data, and related materials to authority, to become authority property.
- Questions/Inquires Deadline: January 20, 2026
