Comprehensive Compensation and Benefit Study Services

The Vendor is required to provide consultants with demonstrated skills and success in conducting employee classification, compensation, and benefits studies to assist agency in updating its classification plan and developing a strategy to ensure employee’s pay and benefits are at a competitive level that aligns with the results of the study.
- Objectives:
•    Attract and retain qualified employees through equitable compensation
•    Provide fair and equitable salaries and benefits for all agency employees
•    Maintain a competitive compensation and benefits structure that is financially sustainable over the long term
- Job Classifications
•    Evaluate agency current job classification structure, policies, and practices, including benchmarking against comparable agencies
•    Review and recommend classification or reclassification of positions as appropriate
•    Conduct job audits, including interviews with employees, supervisors, department directors, and human resources staff
•    Review all job descriptions for compliance with FLSA, ADA, and EEO requirements and recommend updates 
•    Standardize job descriptions to clearly reflect duties, qualifications, working conditions, and certification requirements
•    Review and recommend updates to the job description template
•    Refine job titles, including supervisor and management classifications, to ensure consistency across the organization
•    Conduct internal equity analysis to assess relative value of positions
•    Review existing salaries and recommend placement within proposed classification grades
- Compensation and Classification
•    Conduct a comprehensive compensation survey of comparable public and private employers
•    Review and recommend appropriate pay grades and salary ranges
•    Evaluate the overall pay structure, including number of grades and salary range spreads
•    Review pay practices and policies to support recruitment, retention, equity, and financial sustainability
•    Conduct an internal pay equity assessment and identify potential compression issues
•    Recommend equity adjustments and corrective actions as needed
•    Develop an implementation plan with estimated fiscal impacts and phased options
•    Develop guidelines for determining starting pay for new hires
•    Create tools and guidelines for assigning pay grades to new or reclassified positions
•    Provide a methodology and training for maintaining and administering the updated compensation plan
- Benefits
•    Conduct a comprehensive benefits survey, including retirement, paid time off, and insurance benefits
•    Ensure all recommendations comply with applicable federal, state, and local laws and are nondiscriminatory.