Classification and Compensation Study for Public Safety Positions

Consulting firms to conduct a Public Safety Classification and Compensation Study for the City's Police and Fire Services, including related administrative positions.
- Consultant with demonstrated experience in public-sector classification and compensation studies, including work involving sworn law enforcement and fire service positions.
- The study shall evaluate the City’s present salary structure as compared to the relevant job market for comparable positions in both the public and private sectors, as appropriate to each classification. The goal of the project is to develop a classification and compensation plan that fairly and equitably recognizes and rewards current and future employees and attracts highly qualified candidates for City positions. The consultant shall perform or provide the following:
A. Review all current job descriptions and analyze them for knowledge, skills, abilities, education, experience, relevance, internal consistency, job definitions and summaries, distinguishing characteristics, supervision received and exercised, alignment of essential job functions and physical demands with applicable ADA requirements, compliance with other applicable federal and state laws and regulations, and special requirements, including licensing and certifications.
B. Analyze all existing job family classifications, pay grades, and salary ranges and recommend modifications as necessary.
C. Recommend new job titles/job descriptions as necessary.
D. Analyze all FLSA classifications and recommend modifications as necessary.
E. Establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable local governments, including appropriate Georgia municipalities.
F. Identify potential pay compression issues and provide alternative solutions.
G. Recommend appropriate salary range for each position based on the classification plan, the compensation survey results, and internal relationships and equity.
H. Develop and provide a straightforward, easily understandable maintenance system that can be used to keep the classification system updated and equitable.
I. Provide materials for and/or conduct employee communications regarding the pay study.
J. Recommend a methodology for pay adjustments associated with future promotions and demotions.
K. Meet in person with the Police Chief, Fire Chief, and other appropriate command or management personnel to review and discuss job descriptions, duties, compensation, and exempt and non-exempt status of employees included within the scope of this study. Present final recommendations to the City Manager and Human Resources, and present the final study and recommendations to the City Council upon completion of the project.