Position Classification and Compensation Review Services

The Vendor is required to provide position classification and compensation review services to the City that are internally equitable and externally competitive, to submit a proposal providing costs and qualifications. 
- The City desires to implement classification and compensation plans that are legally defensible, support objective measurement of compensable factors and maintain internal equity.
- Objective of the classification and compensation plan review is to develop and implement a base compensation package which includes a credible employee classification and compensation plan that ensures positions performing similar work with essentially the same level of complexity, responsibility and knowledge, skills and abilities are classified together; provide employee salaries commensurate with assigned duties; provides promotional opportunities and recognizable compensation growth; provides justifiable pay differentials (internal equity) between individual classes and positions; and continues to be competitive with relevant employee labor markets.
- The City to continue to offer a fair, efficient, and competitive classification and compensation plan which would be attractive to prospective employees that can be administered by the City’s leadership team.
- The review and subsequent recommendations by the consultant will assist in the development by the consultant and implementation of a classification and compensation plan that will enable the City to competitively recruit new employees, retain current workforce, and motivate and reward outstanding employee job performance.
- The City has approximately 425 full-time employees. The number of part-time employees varies depending on the season. This study is for a review of the full-time positions only.
- All equipment, material, and staff shall be provided by the contractor.
- The primary focus area for this project is calibrating City data and an external market benchmarking/analysis.
- Provide office accommodations (i.e. working space) as needed;
- Define supervisors’ and employees’ involvement and opportunities to provide feedback; and
- Provide for feedback as needed from supervisors and employees within the established timeframe.
- Analyze existing salary structure and develop an approach for determining necessary changes based on best practices. The analysis should address:
•    Define and identify relevant labor markets and survey sources, as well as benchmark positions, to be approved by the City;
•    Analyze the relevant labor market and recommend adjustments to ensure salaries remain competitive;
•    Recommendations for adjustments to act classifications;
•    Recommendations for changes and implementation of changes; and 
•    Recommendation for ongoing compensation strategy that will enhance the recruitment and retention of the City’s workforce.
- Develop Report
•    Results of the internal equity analysis.
•    Recommendations to ensure the City is competitive.
•    Recommendations for individual pay adjustments.
•    Recommendations and strategies for addressing and alleviating compression.
•    Recommendations for any changes to the City’s salary structure.
•    Recommendations for an ongoing compensation strategy.
•    Recommendations for revisions to classification specifications.