Specifications include, but are not limited to: A review of the current system and structure to gain an understanding of the IJB current compensation system, structures, and philosophies by reviewing the background materials, policies and procedures, pay plans, and collective bargaining agreements. Information is collected and reviewed to inform the project framework and methodology. A comprehensive review of IJB job classifications and deliver recommendations for changes to job classifications to ensure they are relevant, include essential job functions, and meet FLSA standards. Recommendations may include changes, consolidations, and deletions. The recommendation should include job titling and guidelines based on organizational hierarchy. The recommendation should include strategies for maintaining the classification system. A job classification evaluation tool review with recommendations on relevancy with modifications or recommendations for job classification evaluation changes. Identify competitive benchmarking standards and compensation survey as needed for similar classifications. It may include and is not limited to comparison of pay ranges provided to employees in similar positions in Iowa State government, local government agencies (counties and cities, other related public sector organizations, and private sector. The emphasis is on local markets. Research should also include state court system classification and compensations in comparable markets. Conduct a compensation study that provides market data and analysis of relevant public and private sector salary comparison for the determined benchmark job classifications to include job classifications in each job family. A primary focus should be on internal equity, with external market analysis as secondary. A review and recommendations for the pay grade salary structure, ranges, and spread. Provide pay structures with recommendations to allocate each classification to the appropriate pay grade, based upon labor market value and internal equity.
