Classification and Compensation Consultant Services

The Vendor is required to provide classification and compensation study consultant services is to conduct a comprehensive classification and compensation study for all full-time job classifications to deliver a comparative compensation analysis identifying the city’s position within the defined labor market, to design and implement a solid and reliable plan for going forward, and provide viable options and strategies that would enhance the city’s ability to attract and retain highly qualified and motivated workforce over the next 10 years.
- Compensation and classification study
• Conduct market salary benchmarking and collect comparable data from peer or competitor organizations.
• Analyze internal equity, pay compression issues, and how current pay structures align with organizational goals and strategies.
• Develop recommendations for pay ranges, salary grades, and overall classification structures.
o Evaluate the need for separate pay plans for specialized groups (e.g., it or other differentiated functions).
o Evaluate point-factoring system for effectiveness, update or redesign to meet and align with needs of today’s market.
o Evaluate incentive pay programs tied to certification attainment, education, or skill development.
o Evaluate other incentives, premiums, and specialty pay programs.
• Based on organizational feedback and strategy alignment, propose clear and easily understood compensation philosophies for consideration.
• Prepare and present final reports summarizing findings, recommendations, and implementation strategies
• Support implementation efforts, including communication plans, training, and rollout guidance.
• Gather stakeholder input through surveys, interviews, and focus groups to ensure transparency and meaningful engagement.
- Internal focus
• Evaluate existing job descriptions; update or develop new descriptions where needed to reflect duties, responsibilities, and required competencies
• Review all current compensation and classification policies, procedures, and structural frameworks.
• Perform job evaluation and classification to ensure consistency, fairness, and alignment across roles.
• Benchmark and assess benefits offerings by tier to ensure competitiveness
- Additional internal areas
• Counteroffer practices
• Pay-for-performance models
• Policies for starting hiring ranges, promotions, and adjustments or increasing standards.