The Vendor is required to provide a comprehensive classification and compensation study for its municipal workforce of approximately 416 employees featuring 178 unique job positions.
- Provide to address issues of internal pay equity and external market competitiveness and ensure the compensation structure is aligned with current market trends and the City’s organizational objectives.
- The compensation study will focus on evaluating internal pay equity among positions, comparing pay against other municipalities or comparable industries within the region, and providing recommendations to adjust salary structures, job classifications, and benefits offerings.
- Data Collection
• Conduct interviews and/or job audits as appropriate, individually or in groups based upon work of comparable character, type and scope, team alignment, and classification series; then consult appropriate management personnel for a comprehensive understanding of position duties and responsibilities.
• Assist in identifying positions that may be inaccurately classified or titled.
• Conduct job audits of positions, including reviewing current job descriptions, job analysis questionnaires and conducting employee interviews.
• Identify management, supervisory, professional, technical and general employees including fair labor standards act (FLSA) status.
• Review of staffing and overtime history within the departments provided by the city
- Internal pay equity analysis:
• Review current salary data to identify internal pay disparities.
• Assess job classifications and corresponding pay to ensure internal equity across all employee groups.
- External market comparison:
• Benchmark city employee salaries against other comparable municipalities and industries in the region (e.g. similar-sized cities or local government entities in the state and region).
• Provide market comparisons for each job classification to evaluate competitiveness in the labor market.
• Verify accuracy of comparable classifications by reviewing job specifications from labor market comparator agencies; recommend classification modifications where necessary.
• Compare and analyze the city’s current operational needs against industry standards and best practices of other cities of similar characteristics.
- Comprehensive compensation report:
• Prepare a detailed report summarizing findings on internal pay equity and external market comparisons. 
• The report should include identification of any extreme current individuals and/or group compensation inequities and provide recommendation corrective action plan and rectification process.
• include analysis of each job classification and proposed salary ranges based on market data.
• Provide specific recommendations for adjusting salary structures to align with market conditions and internal equity.
• Determine optimal staffing levels for all city departments (excluding fire and police positions covered under a collective bargaining agreement).
- Benefits & incentive review:
• Assess current benefits offerings (e.g., health insurance, retirement plans, paid time off, etc.).
• Review incentive programs (e.g., performance bonuses, merit increases).
• Review the possibility of a program creation for stability pay.
• Provide recommendations for improving or enhancing benefits and incentives to be competitive in the market.
- Salary structure & job classification system update:
• Review and recommend updates to the city’s salary structure, including the development of salary grades or pay bands.
• Create job grades, classification series and levels (general, supervisory, management), and career ladders to ensure accuracy of internal alignments. 
• Identify opportunities to develop career ladders.
• Provide a revised job classification system, if necessary, to ensure it aligns with the city’s compensation strategy and employee roles.
- Employee training for compensation strategies:
• Conduct training for key city personnel (e.g., HR staff, managers, and administrators) on how to implement and communicate compensation strategies and practices.
• Provide guidance on how to maintain equitable pay structures and make adjustments based on future market trends.
• Provide guidance for starting pay based on knowledge and experience above minimum job requirements; how to manage difficulty in filling positions; and market competitiveness.
• Provide guidance on how to manage compression for each job grade.
- Contract Period/Term: 1 year
- A Non-Mandatory Zoom Pre-Proposal Meeting Date: June 12, 2025
- Questions/Inquires Deadline: June 13, 2025