The scope of services shall include the examination of the Village’s classification and compensation system and recommendation for possible changes to compensation policies, procedures, and practices. The development of a comprehensive classification and compensation plan for full-time non-union employees using objective analysis and evaluation of job content and conducted in accordance with generally accepted compensation methods and applicable federal and state law. The finished product shall be a classification and compensation plan that provides internal equity, is competitive in the marketplace to attract and retain qualified employees, and is fiscally responsible The selected vendor will complete the following: 1. Informational Meeting a. Consultant to schedule an initial meeting with the HR Manager and identified Steering Committee to discuss the process and tasks to be performed in the study to include reasonable dedication of key personnel. b. Consultant to meet with HR Manager and Village’s Senior Leadership Team to explain study and processes to be used and identify an appropriate communications plan for the project. c. Consultant shall provide a project timeline, with key milestones and deliverables, and provide weekly progress reports to the HR Manager on same. 2. Classification Study a. Consultant to review current classification methodology, and propose recommended changes for the Village, including the possibility of establishing a separate pay plan for functional areas or separate classifications of positions within the organization. b. Consultant to review job descriptions to ensure understanding of each position. Consultant to conduct interviews and/or job audits as appropriate. Interviews and/or job audits may be conducted individually or in groups based upon classification with assistance from the Steering Committee c. Consultant to provide a job description template with language to ensure compliance with the requirements of ADA and other federal and state requirements, including Fair Labor Standards Act (FLSA) status (exempt/non-exempt). d. Consultant to present preliminary findings and proposed recommendations to the HR Manager and Steering Committee for review prior to making any final classification determinations. e. Consultant to finalize class specifications and recommend appropriate classification for each non-union position, including correction of identified discrepancies between existing and proposed classifications. f. Consultant to identify career progression/promotional opportunities as deemed appropriate. g. Consultant to submit recommendations for appropriate implementation measures that the Human Resources staff will need to take. h. Consultant to provide a straightforward, easily understood, maintenance system that the Human Resources staff will use to keep the classification system current and equitable for existing and future positions. The classification system should be provided in an electronic medium. Maintenance should include annual activities, as well as the process the Village would use in the review of the classification of individual jobs and creation of new jobs, as needed
