1. Project Outcomes A. The County will have a sustainable pay plan. A sustainable pay plan will support salaries that are competitive in the County’s relevant market, the pay plan will support progression that fosters growth and longevity, the pay plan will contain appropriate differentials within job families, and a compensation structure that will incorporate market analysis, and differentials based on organizational hierarchy and the Oregon Equal Pay Act. B. The compensation structure will align with the requirements set forth in the Oregon Equal Pay Act. This includes a salary matrix that will determine pay under Oregon Equal Pay Act and takes account updates to minimum qualifications, job descriptions, and changes to the pay plan structure. C. A classification structure that will include Classification Specifications that ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are within the same pay range. Broadly constructed classification specifications that will support the creation job families and career ladders. D. Optional: Updated and revised job descriptions for all County positions, evaluating minimum qualifications that reflect the knowledge, skills, abilities, education and experience required to perform the work. 2. Project Plan The County requests that all proposals provide a project plan and approach that addresses the County’s expected project outcomes as stated above. The project plan will include at minimum project goals and objectives, scope management, quality management, determine risks and constraints, project timeline, milestones, determine resources needed, a strategic communication plan, periodic status reports, and a plan for implementing study results. 3. Classification Study Conduct interviews and/or job audits as appropriate, individually or in groups based upon work of comparable character, type and scope, team alignment, and classification series; all employees in single position classifications, a representative sample of employees in multiple classifications, and appropriate management personnel for a comprehensive understanding of position responsibilities. Assist in identifying positions that may be inaccurately classified. Conduct job audits of positions, including reviewing current job descriptions, Job Analysis Questionnaires and conducting employee interviews.
