Classification and Compensation Study Services

The Vendor is required to provide classification and compensation plan to implement and assist with efforts to attract and retain a highly qualified workforce.
- Classification objectives
• Analyze the city’s classification system and position classification descriptions and structure through a comprehensive process of evaluation, including review of existing documentation, employee and management focus groups, analysis of existing positions, analysis of levels of duties and responsibilities, and other professional methods, as appropriate.
• Recommend each position for title change or reclassification (as appropriate), create new classifications (if applicable), eliminate outdated classifications (if applicable), and consolidate classifications assigned to similar functional areas (as appropriate).
• Review exempt versus non-exempt statuses and make recommendations based on peer agency data.
• Evaluate number of job classes and recommendations for reduction through consolidation, broadening classes or other approaches.
• Career pathing: provide for growth and flexibility of assignment within the classification structure, where feasible, in recognition that some job duties and responsibilities may evolve over time, and provide adequate career paths and class series/job families that will foster career progression within the city.
• Conduct meetings with regular involvement from the human resources department and other key stakeholders as necessary.
• Present results of the survey to employees and management in group meetings.
- Compensation objectives
• Recommend a list of appropriate comparator agencies, benchmark classifications, and benefits to be collected prior to beginning the study.
• Collect accurate salary data from the approved group of comparator agencies to ensure that the information is analyzed in a manner that is clear and comprehensible to all employees.
• Recommend appropriate internal salary relationships and allocate classes to salary ranges in a comprehensive salary range plan.
• Review the city’s compensation structure and practices of hiring and moving employees through the pay range and develop compensation recommendations that will assist the city in recruiting and retaining talent.
• Develop solutions that address pay equity and compression issues, analyze the financial impact of addressing pay equity issues, and create a market adjustment implementation or other strategy supporting the city’s goals, objectives, and budget considerations.
• Calculate implementation cost and, if necessary, design a multiyear implementation strategy based on financial parameters, and compensation benchmarks.
• The strategy will be developed between the successful respondent and city based upon date collected during the compensation survey process.
• Respondent and the city shall work collaboratively to develop the implementation plan as the project develops, with the city approving key decisions.
• Create a comprehensive final report summarizing the compensation study approach and methodology, analytical tools, findings, and recommended total compensation package.
• Present findings to city mayor and council.