Specifications include, but are not limited to: Data Gathering: 1. The Data Gathering Phase includes gathering the necessary information through the use of questionnaires, job audits, personal interview or other accepted methods, to develop and/or revise classification specifications/job descriptions related to positions, tasks, and responsibilities. All classification specifications/job descriptions will be reviewed in conjunction with the functional business area with a focus on core position duties. This phase will also include conducting a review of the match between the job title and the job responsibilities. 2. Provide recommendations relative to the educational background of the employees by position (required or preferred). 3. Determine Fair Labor Standards Act (FLSA) designation for each job title/classification. Market Compensation: 1. Job Evaluation and Market Pricing: The consultant will conduct an internal comprehensive job evaluation and external comparison as outlined below. The comparison and survey instruments used will be shared with key County staff involved in the process. a. A comprehensive internal evaluation of every job within the County to determine relative worth within the organization, placement in the salary structure, and for the establishment of pay ranges. b. Establish appropriate benchmarking standards and include a comparison and analysis of salaries and wages of like or similar jobs of comparable local, state, and/or federal government as well as private employers for which the County competes for labor supply and/or organizations with similar positional or organizational characteristics. c. A compensation survey of the external regional labor market, selecting a minimum of 5 total external agencies/employers for comparison. 2. Total Compensation Analysis: The Consultant will evaluate total compensation against the selected comparable agencies as well as National Compensation Survey data for Local, State, and Federal Government compiled by the U.S. Department of Labor Bureau of Labor Statistics. The total compensation factors to be evaluated shall include the following: a. Salaries and Wages b. Benefits i. Access to and level of Health Care including Employer share of Medical Premiums and Health Savings Account Contributions ii. Level of Retirement Benefits iii. Level of Paid Time Off (PTO) iv. Level of Paid Vacation v. Level of Paid Holidays vi. Level of Paid Sick Leave vii. Access to Wellness Programs viii. Access to and level of Short and Long-term Disability and Life, AD&D Insurance, etc. ix. Other employer paid benefits such as tuition reimbursement, cell phone allowances, car stipends, etc
