The vendor is required to provide the services of a consultant to undertake a comprehensive review of our current position, classification and compensation system.
- This study includes all aspects of the classification and compensation system and must meet applicable federal and state compensation standards.
- Provide professional services with integrative support services to complete the following:
• Conduct a review of the current compensation philosophy, policy and system; seeking direction on changes desired, if any.
• This review shall include, but not be limited to: review of the current challenges in recruiting and retaining employees, and a determination of a consistent and competitive market position that the city can strive to maintain
• Recommend a new job evaluation system.
• Conduct an evaluation of each position within the city using current job descriptions to determine the job value and assign points to each position.
• It is highly desired that this process includes employee engagement; the process may include position questionnaires and in-person or virtual consultant interviews with employees, or other methods of engagement.
• Establish an objective classification (job-ranking) hierarchy and consolidate classifications based on the job ranking and job duties.
• Perform a general review of exempt and non-exempt position designations under the fair labor
standards act (FLSA) guidelines; recommend changes as necessary and provide documentation
of such changes for city files.
• Establish appropriate benchmarking standards and conduct a wage and labor market survey.
• Perform an analysis of the market survey data for the establishment of pay grades, pay ranges, and step progressions within the ranges of the pay structure (step system) to meet the established compensation goals.
• Work with city staff to establish a list of comparable cities and entities, including entities with or without similar sized public utilities.
• The comparable labor market survey may also include private employers and/or additional public sector employers for selected positions.
• Perform a compression analysis to identify individual or group pay compression issues and provide potential solutions.
• Identify any extreme individual or group inequities and provide a recommended corrective action plan and process to remedy these situations.
• Perform system testing to assure state pay equity compliance and provide assistance to staff with
the first state pays equity report following compensation review to assure compliance.
• Present options and recommendations for a classification and compensation plan; the
implementation plan options should take budget constraints into consideration and include the
cost of implementation.
• Present findings and recommendations, including final written plan documents and oral reports, at various meetings such as city council meetings, management groups, employee groups, and union groups.
• End plan and report must comply with all applicable state and federal laws.
• Establish and provide concrete schedules for each of the above proposed developments.
• The classification and compensation system should be provided in computer and software format for
implementation and on-going administration.
• Train HR staff on proper administration and maintenance of the system.
• Provide implementation support as requested.
• Provide recommendations on a system for determining the validity of future requests for
reclassification and/or compensation changes. this should include a regular cadence for review
of job descriptions.
• Post contract services involving review of new or significantly altered job descriptions and determination of points and salary for the positions.
• Post contract services, upon request, to provide documentation regarding system changes for submissions to the department of management and budget for pay equity reporting purposes.
• Propose solid contract terms, including a proposed project timeline, an itemized fee schedule for work included in the scope of work, and a payment plan based on measurable contract milestones. - The City of Rochester has a $719 million annual budget.
- Pre-proposal Meeting Date: March 12, 2025