Classification and Compensation Study Services

The Vendor is required to provide classification and compensation study services for include:
1. Project initiation and management
• The consultant shall provide overall project management from notice to proceed through final acceptance.
• Services shall include project kickoff, confirmation of project goals and study population, development of a work plan and communication protocol, identification of required city data, coordination with city staff, periodic status updates, and project schedule management.
• Information needed from the city, including organizational charts, current pay plans, budgets, job descriptions, personnel rosters, and relevant policies.
2. Position inventory and data validation
• The consultant shall review the city’s current personnel classification titles and confirm the list of positions to be studied, including full-time, part-time, seasonal, exempt, non-exempt, public safety, professional, administrative, technical, and maintenance classifications, as directed by the city.
• Identify duplicate, outdated, vacant, trainee, interim, and specialty classifications as appropriate and confirm department assignment, reporting relationships, FLSA considerations, and other relevant job attributes needed for the study.
3. Classification review and job description update
• The consultant shall review existing job descriptions and position documentation to determine whether positions are properly classified based on the work performed.
• The review shall consider essential functions, minimum qualifications, education, experience, certifications, supervisory responsibility, complexity, working conditions, and other job content factors.
• Recommend revised class titles, class concepts, exempt or non-exempt designation support, and updated job descriptions in a standardized format for all positions included in the study.
4. Compensation and benefits analysis
• The consultant shall analyze the city’s current pay plan, salary structure, and related compensation practices.
• The analysis shall evaluate external competitiveness using an appropriate and defensible market survey methodology and comparator agencies approved by the city and shall evaluate internal equity among classifications.
• Identify positions that may be below market, above market, compressed, misaligned, or otherwise in need of review.
• To the extent included in the consultant’s methodology, the consultant shall summarize relevant benefits considerations and note their relationship to total compensation.
5. Pay plan design and career progression framework
• Based on the study findings, the consultant shall develop recommendations for a revised classification and compensation structure, including salary grades or ranges, placement methodology, and guidance for internal alignment.
• Recommend a skill based or career progression framework, as applicable, for non-exempt and exempt classifications, including consideration of progression criteria, developmental movement, and logical growth paths where operationally appropriate
6. Salary compression, adjustment, and implementation analysis
• The consultant shall identify salary compression and other pay relationship issues, including issues associated with tenure, recruitment difficulty, supervisory relationships, and public safety pay practices, where applicable.
• Options for implementation, including estimated fiscal impact, prioritization scenarios, and a recommended implementation strategy.
• The consultant shall provide phased implementation alternatives for consideration during budgeting and adoption.