The ECUA desires to obtain a competitive quote for its FY2025 Compensation Market
Study Services project, for implementation in FY2026. The quote shall include all of the following:
- Review current listing of 182 (+ or -) job classifications, pay grade/structure, and associated job descriptions to obtain breadth and depth of project.
- Match ECUA job classifications to jobs in the designated compensation surveys/databases and review job matches/benchmark positions with ECUA staff.
- Determine current market value for job classifications, including job families, relative to pay structure.
- Update pay structure using current market salary data from the categories, including but not limited to: All Industries, Sewage and Water Systems, and Governmental Entities from local, state, and southeast regional or national competitive markets.
- Age and adjust data using documented market movement and explain.
- Apply geographic differentials to pay structure and explain.
- Report all job classification movements within existing classification and pay structure, and provide summary to validate any upward/downward pay structure moves.
- Adjust classification and pay structure to align with relevant Local, State, Southeast Region, and National, private and public agency markets and provide tiered implementation strategy, including time/costs options.
- Evaluate our organization’s complete list of job classifications to determine if any should be separated based on job duties and provide recommendations supported by comparative data and industry benchmarks.
- Estimate implementation costs by identifying employees under the minimum or over the maximum of the recommended new pay structure and slotting employees appropriately within pay bands based on established compensable factors, using the provided employee by job classification listing (Microsoft Excel format).
- Identify existing pay compression related issues along with strategies to address any negative effects. Provide a strategy to circumvent future wage compression issues resulting from annual increases in Florida minimum wage.
- Recommend strategy to simplify current pay grade structure.
- Recommend compensation philosophy and strategy for maintaining compensation plan and pay equity for employees.
- Recommend a points-based strategy for maintaining internal pay equity between jobs derived from compensable factors, to include, experience; education; responsibility; complexity of duties; supervision received; supervision exercised; consequences of error; working conditions; mental, physical, and visual demands.
- Review current career progression plans and recommend changes to standardize plans and associated pay increases across job classes.
- Assess and recommend changes as applicable to job titles based on comparative data and industry standards.
- Provide a sustainable structure for how current and new job classes can be graded in terms of pay range assignment.
- Assess range midpoints and recommend pay strategies for keeping the pay structure competitive.
- Assess and recommend pay range widths.
- Evaluate compa-ratios and market-ratios, and make recommendations to address deficiencies.
- Identify the favorable target percentile for ECUA to be market competitive.
- Review and validate the FLSA exemptions for exempt job classifications based on information obtained through the Position Description Questionnaires (PDQs).
- Include market data for shift differentials (currently $0.50 for afternoon and $1.00 for midnight) affecting the following classifications: Water Operators, Wastewater Operators, Utility Service Technicians, Communication Coordinators, Fleet Mechanics, Sanitation Equipment Operators, Wastewater Collection Technicians, and Lift Station Mechanics.
- Include market data for safety incentive for Sanitation Equipment Operators, Residential Services Supervisors, Compost Technicians, and Truck/Tractor Trailer Drivers position (currently $3,400/annually-$850/quarterly, if free from at-fault safety-related accident/incident).
- Include market data for bilingual incentive for Customer Service Specialist position (Spanish-currently $0.50/hour).
- Include market data for pay incentive for Customer Service Specialist positions (currently $1.00 per hour for 100% of key metrics and $.50 for 75% of key metrics).
- Include market data for Compressed Natural Gas (CNG) certified mechanics incentive (currently $1,200/annually when certain criteria are met).
-Include market data for ASE certified mechanics hourly incentive (currently $0.25/hour per ASE certification).
-Include market data about Cost-of-Living Adjustments (COLA) intended to compensate for an increase in inflation for ECUA’s geographical region.
-Include market data about remote and hybrid job structures to include stipends, allowances, or other forms of compensation related to alternate work schedules.
-Include market data about effective performance and retention incentives and rewards.
-If ECUA is required to access the compensation data sources your firm used, in order to reference or validate data, provide the name of the data source, provide user access, and provide and disclose the cost of that user access in quote.
-Upon completion of project, present findings, analyses, and recommendations to ECUA Compensation Market Study team electronically in Microsoft Excel format via in-person, video or audio conference, and via email.
-Provide up to twenty (20) hours of telephonic consultation following project completion. Review current classification list, pay grade/structure, and associated job descriptions to obtain breadth and depth of project.
