The Vendor is required to provide a new represented and non-represented employee compensation plan based on external benchmarks through a comprehensive analysis of the existing organizational, compensation, classification, benefit, and pay structure for transit’s represented and non-represented employees.
- Consultant shall perform or provide the following:
• After contract execution, schedule a meeting with the project manager to communicate the process of the compensation study and instructions for completing data collection and other survey-related forms.
• Examine and evaluate current compensation philosophy, policies, and practices.
• Establish reliable and appropriate benchmarking standards to conduct an external market survey (community as well as industry) to determine appropriate comparability.
• Conduct analysis of current total compensation and determine appropriate comparability.
• Develop position questionnaires; interview at least one incumbent for each current position and each supervisor about their subordinates.
• Additional interviews will be conducted as identified by transit.
• Conduct an analysis of internal alignment and equity of positions.
• Identify internal equity and potential pay compression issues; provide alternative solutions to implement equity or pay correction for existing employees who have fallen below the market.
• In accordance with standard public personnel classification practices, recommend changes (i.e. combinations, additions, deletions, etc.) to the current organizational, job, classification and compensation structure, including act exempt status for select positions which may have changed over the years, and a transitional strategy and best practices for implementing performance-based pay and future market adjustments.
• Recommend areas that will ensure transit’s competitiveness in the market and its ability to attract and retain qualified and exceptional candidates.
• Design a proposed new salary schedule, or revise existing salary schedule, based on market comparisons, recruiting and retention data, and internal organizational structure considerations.
• Update current job descriptions.  
• Position or classification specifications are to be written in an approved format, using consistent terminology and shall include, but not be limited to the categories of: reports to, summary, essential functions of the position, other duties, knowledge & abilities, special requirements (if appropriate), and working conditions and physical demands, etc.
• A flexible pattern of qualifications which recognizes a combination of related training, education, and experience, shall be indicated where appropriate.  
• Qualifications must be in accordance with all relevant federal and state legislation.
• Prepare supporting or decision-making documents that may be required by transit to adopt or implement compensation or classification adjustment recommendations and to maintain the implemented recommendations as appropriate.
• Prepare and present a preliminary (draft) study report recommending an appropriate total compensation system.
• Conduct review meetings with employees regarding preliminary and final results.
• Prepare and present a final report recommending appropriate adjustments to the benefit and compensation system across the organization.
- Contract Period/Term: 3 years
- Questions/Inquires Deadline: May 23, 2025