Compensation and Classification Plan Services

The Vendor is required to provide compensation and classification plan services for 
•    Ensures positions performing similar work with essentially the same level of complexity, responsibility and knowledge, skills and abilities are classified together; 
•    Provides salaries commensurate with the assigned duties; 
•    Provides recognizable compensational growth; 
•    Provides justifiable differential between individual classes and maintains currency with relevant labor markets.
- Identify appropriate compensation adjustments and recommend policies and procedures on how to address the following areas:
•    An analysis, ranking and assignment of each job to an appropriate salary grade level to ensure fairness and internal equity, including a recommendation for positions deemed to be undervalued, or overvalued, by the current classification system. 
•    Consistent salary placement of employees who are newly hired externally and for advancement within, and between salaries ranges resulting from transfers and promotions. 
•    Recommendations for compensation adjustments due to temporary and interim assignments are to be included.
•    Provide options for compensating employees who are deemed to have met the maximum in their salary range. 
•    Review and analysis of the city’s fringe benefit package for staff. 
•    Provide recommendations for benefit package revisions or enhancements, as appropriate, i.e. flex work, shift work, etc. 
•    Prepare a multi-phased plan, or alternative plans, for the implementation of salary recommendations, including calculation of detailed cost estimates for implementation for each alternative. 
•    The goal would be to permit implementation of the classification and pay plan at a level compatible with city policies, the capacity of funding, and employee needs. 
•    If pay and benefit recommendations are close to the city’s ability to fund, alternative plans may not be required. 
•    A multi-phased plan should consider an incremental implementation strategy that clarifies the short-term priority recommendations and long-term phased-in strategies, allowing the city to fund within its financial capacity. 
•    Provide the city with recommended policies and procedures to ensure that, once the results of the compensation plan have been implemented, the results may be internally maintained and updated appropriately. 
•    Any recommendations pertaining to a maintenance process must be supported by relevant staff training and software necessary to maintain and revise the system internally.
- Additional HR-related consulting services
•    The comp and class plan other HR-related solutions may be necessary to fully achieve the city’s goals and to develop the desired workforce culture. 
•    The submitting firm should include credentials of other technical assistance that may be ancillary to the development of the comp and class plan. 
•    Such assistance may include, but not be limited to, modernization of employee policies and handbook, implementation of employee engagement surveys, coaching and talent assessments, risk assessments, performance management, training and leadership development, etc.