Employee Compensation Study Services

The Vendor is required to provide employee compensation study will include benchmarking against relevant public and private-sector organizations, analysis of internal equity and pay compression, development of updated salary structures, and actionable recommendations for implementation, study.
- Requirement:
1. Benchmarking and market analysis
•    The consultant shall establish appropriate benchmarking standards and conduct a comprehensive salary analysis comparing the city’s positions with equivalent classifications in comparable regional public-sector organizations, including municipalities, counties, and special districts. 
•    Relevant private-sector market data may also be incorporated where applicable to ensure comprehensive and meaningful comparisons.
2. Compensation framework review
•    The consultant shall review and evaluate the city’s existing compensation structure to determine its competitiveness within the labor market and its alignment with internal equity principles. 
•    Based on this analysis, the consultant shall provide recommendations for modification or adjustment as necessary to align compensation with prevailing market conditions and the city’s organizational objectives.
3. Internal equity and pay compression analysis
•    Compression between newly hired employees and incumbents 
•    Compression between supervisory and non-supervisory positions 
•    Other areas of internal inconsistency or misalignment
4. Development of salary ranges and structures
•    Based on the results of the market and internal equity analyses, the consultant shall recommend updated salary ranges for all positions. 
•    The consultant shall also develop revised salary structures (e.g., pay grades, steps, and ranges) as appropriate, in accordance with recognized best practices in public-sector compensation administration.
5. Pay compression mitigation and implementation planning
•    The consultant shall identify existing and potential pay compression concerns and provide practical, actionable solutions. 
•    Recommendations shall include both immediate corrective measures and long-term strategies to prevent recurrence.
6. Implementation recommendations
•    Placement guidelines for existing employees within the revised salary ranges 
•    Recommended approaches for addressing pay compression corrections 
•    Options for phased versus immediate implementation 
•    Considerations for special pay differentials (e.g., certifications, special assignments, or skill-based pay)
7. Ongoing maintenance and sustainability
•    The consultant shall provide recommendations for the ongoing administration and maintenance of the compensation plan, including periodic market reviews, salary range adjustments, and continued monitoring of internal equity.