Classification and Compensation Study Services

The Vendor is required to provide comprehensive classification and compensation study, organizational review, job description audit and development project, and workforce planning assessment for all county departments and positions.
- Compensation and classification
• Conduct a comprehensive preliminary evaluation of the county's existing compensation plan.
• Conduct statistical and anecdotal research into the current employment environment within county and surrounding labor markets and use findings to guide subsequent analytical tasks.
• Identify and classify existing positions utilizing a recognized job evaluation methodology and characterize internal equity relationships throughout county government.
• Identify and develop a comprehensive list of target organizations and comparable employers for conducting a successful external labor market salary assessment.
• Conduct a comprehensive external labor market salary survey.
• Detailed summary of salary survey results for review by county leadership.
• Assess the appropriateness of the county's current compensation philosophy and recommend modifications as necessary.
• Develop a comprehensive compensation plan for all county employees.
• Identify compensation-related issues and provide preliminary recommendations for strategic improvement.
• Produce multiple implementation options and compensation adjustment strategies, including estimated costs and budget impacts.
• Develop recommendations for continued administration of the compensation plan and classification structure by county human resources staff.
• Training and knowledge transfer to county staff regarding maintenance and administration of the recommended compensation system.
- Organizational review
• Conduct a review of departmental structures, workflows, and reporting relationships.
• Evaluate job functions and duties to identify opportunities for operational improvements and increased efficiency.
• Assess duplication of duties, outdated practices, and opportunities for consolidation or redistribution of responsibilities.
• Review staffing levels and workload distribution across departments.
• Identify operational strengths, weaknesses, and organizational challenges.
• Recommend organizational improvements designed to increase effectiveness and efficiency.
- Job description review and development
• Review every existing job description within the county government.
• Interview employees, supervisors, department heads, elected officials, and other stakeholders as necessary.
• Evaluate actual job duties performed compared to current position descriptions.
• Update and modernize all existing class specifications.
• Create new classifications and class specifications where necessary.
• Ensure all classifications and job descriptions comply with applicable federal and state employment laws and regulations.
• Final job descriptions and class specifications in editable electronic format.
- Workforce planning and future growth
• Evaluate anticipated population growth, service demands, and organizational needs.
• Assess future workforce requirements and succession planning needs.
• Identify critical positions and potential staffing gaps.
• Recommend future positions and classifications that may be needed as the county grows.
• Develop workforce planning strategies to support future service delivery.
• Recommendations regarding organizational structure and staffing models for future growth.