The Vendor is required to provide a comprehensive city-wide compensation review and classification study services.
- Assisting in conducting a comprehensive compensation market survey, job analysis and evaluation, evaluation of internal and external compensation equity, and preparation of any required reports.
- The guiding principles throughout this study are actual elements of compensation relative to both the peer group and market, comparable cities, and municipalities where applicable.
- Phase 1: development
• The consultant shall meet with the city’s human resources compensation team to develop and identify the city’s compensation review; the review shall outline items such as collecting comparable compensation data, establishing competitive market rates and salary ranges, and identifying out-of-cycle pay adjustments for retention or equity. this must be finalized and approved by the city’s human resources compensation team and city manager before moving on to phase 2.
• The city expects ongoing and open communication between the consultant and the human resources compensation team throughout the course of the review.
- Phase 2: execution
• The consultant shall review background materials provided by human resources compensation team, including the current classification descriptions, organizational charts, and classification and compensation policies and procedures.
• The consultant shall design and recommend an implementation strategy, including the estimated cost to the city.
• The consultant shall include a compensation plan with proposed timeline to accomplish all objectives.
• The consultant shall pull position compensation data from the city’s comparable cities and municipalities as stated in the approved resolution; the human resources compensation team will assist the consultant during the review process with requested data, compensation sheets, and reports.
• The consultant shall evaluate job descriptions for all full time and part time employees’ classification specifications to uniformly reflect distinguishing characteristics, act exemption status, essential functions, minimum qualifications, working conditions, physical requirements, license requirements, regulatory requirements, certifications, and competencies required to do the job (knowledge, skills, and abilities) for all classifications.
• The consultant shall conduct a full market analysis with comparable labor market focusing primarily on the city’s comparable cities and municipalities with a focus on compensation.
a. The consultant shall compare external compensation data to city current compensation data, classification salary ranges, and position levels.
b. The data shall not be more than 6 months old, unless approved by the human resources compensation team.
c. The consultant shall submit proposed compensation specifications to human resources compensation team and receive and incorporate input prior to finalizing classifications.
• The consultant shall finalize the compensation review for each position, including any corrections or discrepancies identified between existing and proposed compensation.
• The consultant may perform this step before steps 4-7 as needed.