Compensation Study Consultant Services

The Vendor is required to provide for a study of modern and emerging compensation systems and trends, to assist with employee attraction, retention, and development.
- Ability to partner with a consulting firm that has experience in reviewing public sector compensation structures.
- Research of best practices, including effectiveness, and potential recommendations on compensation structures that transparently illustrate trade-offs and decision-making points local governments are facing today.
- Providing guidance and recommendations to county regarding the analysis and financial impact of various compensation structures.
- Conducting and analyzing results from feedback that has been solicited by the Vendor from an employee group that has been identified by county Management team.
- Includes compensation systems and frameworks that balance the following competing but interrelated interests:
• Systems to influence and reward performance (e.g. merit/lumpsum/bonus);
• Systems to recognize service and longevity (e.g. range, structure, promotion, progression);
• Systems to keep up with the labor market (e.g. COLA/benchmarking process);
• Systems that are equitable and comply with local, state, and federal law (e.g. Equal Pay for Equal Work Act); and
• Systems that are financially affordable and sustainable long-term.
- Shall include solutions that have an innovative, structured approach to compensation design that is lasting and improves transparency and consistency.
- Will clearly identify the best practices and value tradeoffs associated with the different compensation models, including consideration of total compensation values (fringe benefits).
- Shall outline how compensation structures can support employee development and advancement pathways.
- Shall focus on regular employees, but will also consider application to seasonal, and contract employees.