The City would like to update the current total compensation to provide market comparative compensation to employees, including the value of benefits that also balances internal equity. The City is requesting proposals for the following areas of work. 1) Compensation and Benefits Study Review the City’s existing compensation plan and benefit plans, including overtime policies and pension benefits. Provide recommendations for comparative organizations and/or municipalities. Gather necessary survey data from comparable organizations using a customized survey. • Compile compensation information, including overtime policies • Compile employer paid benefit plans with comparable organizations to include the value in market comparative pay. Benefit plans should include all benefit programs of the City, including pension benefits. The City may be able to assist in comparing pension benefits of the comparable organizations. • Evaluate recent pay increases and anticipated increases. • Determine appropriate pay ranges for all positions. • Determine accuracy of Federal Labor Standards Act (“FLSA”) exemption status of all positions. • Determine appropriate spread between minimum and maximum of pay ranges and distance between steps, where appropriate. Prepare written report to include a comparison, by position, of the full market compensation and benefit plans. Prepare cost analysis for implementation of recommended changes to the pay and classification system. Present implementation options. 3 2) Job Audit and Analysis Evaluate current classification positions. Gather necessary employee information through the use of a combination of job analysis questionnaires and group and individual interviews. Broad focus groups may be used for large or similar job classes. Examine equity of pay among present full-time employees based on qualification, experience, responsibilities, and tenure. Identify problem areas within the internal compensation system and suggest implementation methods to correct identified problems. Information will be used to analyze the duties and responsibilities of each employee and position to determine the following: • Whether individual employees are appropriately classified. • Whether a position should be moved to a different job classification and/or pay grade. • Whether position titles are appropriate. • Other recommendations. 3) Job Descriptions All job descriptions will be updated after review of job analysis questionnaires and interviews. Recommendations will be made to revise, create or consolidate titles. Job descriptions should be established in a standardized format which are ADA and FLSA compliant. City will have review/input as to the final format of job descriptions. Revised job descriptions should include FLSA exemption tests to determine the appropriate FLSA overtime classification for each position based upon the duties and responsibilities provided in the job documentation. Final job descriptions are provided to the City, with allowance for one set of revisions included in the project cost. The consultant shall assist in determining if all city departments are adequately and appropriately staffed for a community of approximately 8,200 residents. 4) Final Report requirements Methods used to conduct the salary survey results and methodology of job evaluation. Summarized position comparison data. Recommended classification plan. Recommended pay structure. Recommended benefit changes, if any. Recommendations for maintaining future market competitiveness. Other recommendations. 5) Other miscellaneous requirements Provide administration manual with plan maintenance procedures. Provide sample documents to be used to communicate the compensation system change to current employees, and a summary document to communicate the full compensation system to current and future employees, both to be provided in reproducible hardcopy and electronic copies
