Compensation and Pay Structure Analysis

The Vendor is required professional consulting to evaluate its job descriptions and in relation, the current compensation structure and make necessary wage recommendations to ensure it is externally competitive and internally equitable across full-time and part-time positions based on the outcomes of the market analysis.
• Develop Job Architecture: Standardize job titles, descriptions, and job levels (leveling) to create a consistent framework that ensures apples-to-apples comparisons across positions. Develop a scalable, structured career ladder for the positions included in the compensation analysis; this is an optional add-on item that County may remove from the scope depending on proposal costs.
• Primary Objectives:
• Ensure External Competitiveness: Benchmark base salaries, variable pay, and total compensation against specific industry and regional market data for each position. Salary comparisons will not include temporary, contract,
• and seasonal positions, nor will it include elected officials, contracted employees, employees of the Sheriff’s Office or the District Attorney’s Office.
• Ensure Internal Equity: Analyze pay fairness across similar roles and employee demographics
• Make recommendations for job creations, consolidations, and deletions as appropriate to ensure positions are not too individualized to support proper market comparison.
• Establish Salary Structures: Recommend updates to job grades and salary ranges (and steps) (min-mid-max) that balance market data, internal equity and company philosophy on impacted positions.
• Develop Implementation Plan: Work with County to develop an implementation plan to align with market data, including a timeline and a fiscally sustainable approach while considering available resources