Compensation and Classification Study Services

The Vendor is required to provide employee compensation and classification study for approximately 157 job descriptions.
- Classification study
•    Consultant to review current classification grade methodology and propose recommended strategies for the county. 
•    Consultant to present proposed recommendations to the human resources director for review prior to making any final classification determinations. 
•    Consultant to finalize class specifications and recommend appropriate classification for each employee, including correction of identified discrepancies between existing and proposed classifications. 
•    Consultant to identify career ladders and promotional opportunities as deemed appropriate. 
•    Consultant to submit recommendations for appropriate implementation measures that the human resources staff should take. 
•    Consultant to provide a straightforward, easily understood maintenance system that human resources will use to keep the classification system current and equitable. 
•    The classification system should be delivered in an electronic medium. 
•    Maintenance should include recommended activities and the process we would use to review the classification of individual jobs as needed. 
•    Consultant to conduct a comprehensive training program for human resources staff to ensure that the team can explain and administer the new system in the future. 
•    The training program should be spelled out in the proposal.
- Compensation study
•    Consultant to review current compensation plan (salary grade levels) and understand current challenges in recruiting and retaining employees.
•    Consultant to recommend and identify a consistent and competitive market position the county can strive to maintain. 
•    Consultant to recommend comparable labor markets, including both private and public sectors. 
•    Consultant to conduct a comprehensive compensation survey. 
•    Consultant to recommend appropriate salary range for each position based on the classification plan, the compensation survey results, and the internal relationships and equality. 
•    Prepare a new salary structure based on the survey results and best practices, including a new minimum, middle, and maximum for each grade. 
•    Consultant to develop guidelines to assist county staff with determining the starting pay for new employees based on knowledge and experience above the position’s minimum requirements, how difficult the position is to fill, and market competitiveness.
•    Consultant to recommend implementation strategies, including calculating the plan’s cost. 
•    Consultant to provide a report reflecting each grade and contents before the study, after the study, and reasons for change. 
•    The report should also include each job before the study, after the study, and reasons for change. 
•    Consultant to identify any extreme individual or group compensation inequities and to provide a recommended corrective action plan and process to remedy these situations. 
•    Consultant to make recommendations and provide implementation strategies related to other key compensation practices based on market demands, including pay for performance, skill pay, special assignment pay, certification pay, bilingual pay, promotional pay, and acting assignment pay. 
•    Consultant to provide a complete copy of the updated pay scale in electronic format.
•    Consultant to provide recommendations for the ongoing internal administration and maintenance of the proposed compensation plan. 
•    Consultant to conduct compression analysis to include any recommendations for implementation. 
•    Consultant to conduct a comprehensive training program for human resources staff to ensure that the team can explain and administer all changes going forward. 
•    The training program should be clearly detailed in the proposal.