Employee Compensation and Classification Study and Staffing Level Assessment Services

The vendor is required to provide from qualified professional personnel management consulting firms to conduct a classification and compensation study and staffing level assessment for its municipal positions, as outlined below.
- Classification and compensation study and staffing level assessment
• Consultant will recommend 7-10 comparable communities for classification and compensation study based upon location, population, economic climate, proximity to a major city and other factors based on consultant’s knowledge of best practices. consultant will review staffing structure of comparable communities.
• Conduct a job audit of all positions, including a general task analysis by department, which shall include interviews with department directors and managers, division managers and current personnel and employees in the positions to determine the organizational structure and essential functions of each position
• Identify core services of each department with analysis of staffing and resources committed to each function.
• Include a recommendation for updated position titles as necessary to reflect current duties and responsibilities where applicable identifying fair labor standards act designation for each job title and classification shall be included in this review.
• Include comments on staffing levels by department and staffing needs, if applicable.
• Evaluate jobs by developing, then reviewing, a job-ranking structure; verify ranking by analyzing pertinent market data concerning the ranking; compare the initial ranking with that of the market’s
• Hierarchy and adjust as determined; prepare a matrix with an organizational review on the basis of required tasks and future forecasts; develop a matrix of jobs crossing lines and departments; compare the matrix with the town structure.
o Recommend pay grades, grade pricing and salary range for all classifications.
o Recommend an appropriate salary structure including minimum and maximum percent spread, and the difference between each salary step.
o Develop a job evaluation system to assess new positions in the future to maintain internal equity.
o Determine recommended compensation policy and philosophy and present to the town for discussion.
• Develop, and present to administration, recommendations and impact studies including the cost, if any, of implementing the proposed compensation policies with current employees, and the future impact of recommended changes.
• The analysis will include a narrative explanation identifying all assumptions used for computing the costs of implementing the proposed classification and compensation plans.
• The consultant will submit an excel spreadsheet showing all calculations.
• Develop a draft implementation schedule for proposed compensation policies and present it to the town for discussion.
• The consultant will offer other recommendations for the compensation and classification plans based on best practices and knowledge of the regional labor market.