A. Evaluation of Compensation Strategy: Review the City’s current compensation resolutions, policies, and practices to gain a thorough understanding of the current compensation program for non-represented staff. Conduct interviews with the various classifications on nonrepresented staff and review job descriptions/duties to understand current classifications and match them to comparable classifications from the market surveys. B. Marketing and Pricing: Complete a market analysis of the classificationslisted in this RFP. Identify benchmark positions appropriate for salary survey application in the future and recommend when salary range adjustments would be necessary. C. Development of Recommended Compensation Plan: Develop internally equitable, market based salary structure, including ranges, steps, longevity, education, vacation, and COLA. Provide a minimum of two alternatives for the salary structure and advancement system. D. Implementation Plan: Develop implementation plan and quantify fiscal impact to the City.
