Compensation and Classification Study Services

The Vendor is required to provide comprehensive pay and job classification study covering approximately 500 positions.
- The study will review pay grades, job descriptions, and job titles to ensure internal equity and market competitiveness.
- Project Initiation & Data Collection:
•    Conduct kickoff meeting with command staff.
•    Gather job descriptions, pay plans, org charts, and related HR data.
•    Define peer benchmark agencies (regional sheriff’s offices, counties of similar size).
•    Develop communication plan and assign project liaisons.
- Job Analysis and Position Review
•    Distribute employee position questionnaires for sworn and civilian roles.
•    Conduct interviews/focus groups to confirm job duties and essential functions.
•    Review and update all job descriptions (titles, FLSA status, and minimum qualifications).
•    Develop standardized classification hierarchy.
- Market and Pay Benchmarking
•    Conduct market pay analysis using benchmark data from comparable agencies.
•    Evaluate total compensation (base pay, certification pay, shift differentials, longevity, etc.).
•    Assess internal equity across sworn and civilian roles.
- Pay Structure Development & Recommendations
•    Develop updated pay ranges and grade structure.
•    Align pay plan with internal classifications and market benchmarks.
•    Model budget impacts for phased or full implementation.
•    Present preliminary recommendations.
- Review, Approval & Implementation Planning
•    Develop updated pay ranges and grade structure.
•    Align pay plan with internal classifications and market benchmarks.
•    Model budget impacts for phased or full implementation.
•    Present preliminary recommendations.
- Position Classification and Job Analysis
•    Review and update all job descriptions and titles
•    Verify essential duties and minimum qualifications
•    Conduct employee and supervisor questionnaires/Interviews
•    Evaluate internal job relationships and assign proper grade/classification
- Market (External) Comparison
•    Identify benchmark peer agencies (similar size, population, and service area
•    Collect market data on base pay, incentives, and specialty pay
•    Determine target market position (e.g., 95% of market median)
•    Summarize findings in a salary survey matrix
- Internal Equity Analysis
•    Analyze pay compression between ranks and long-tenured staff
•    Review sworn vs. civilian pay alignment
•    Evaluate progression through current pay ranges
•    Verify compliance with Equal Pay Act and employment law
- Pay Structure Development
•    Analyze pay grades or ranges for all positions
•    Establish range minimums, midpoints, and maximums
•    Define pay movement policy (step, merit, open range, or hybrid)
•    Provide recommendations for cost implementation (phased or full)
•    Prepare updated compensation policies and procedures.