Comprehensive Classification and Compensation Study

The project shall include, but is not limited to the following activities: A.Classification Plan 1. Consultant to meet with staff to discuss study and agree on methodology and Position Analysis Questionnaire (PAQ) or similar instrument to be used. 2. Employees to complete PAQs; supervisors, managers and/or directors review and comment (not change). 3. Consultant to conduct interviews and/or job audits as appropriate. Interviews and/or job audits may be conducted individually or in groups based uponclassification. 4. Consultant to compare PAQ, interview and job audit resultsto existing job descriptions and ensure that content and titles are current, accurate and are consistent with FLSA, EEO and ADA considerations. 5. Consultant to update and/or create grade/class specifications as needed to uniformly reflect distinguishing characteristics, essential job functions, minimum qualifications, working conditions, license requirements, regulatory requirements, standby/call-out responsibilities, etc., for all classifications. 6. Consultant to identify management, supervisory, professional, technical, and general employees, including FLSA status (exempt/non-exempt). 7. Consultant to draft and submit proposed class specifications for review by City. Consultant will recommend, if appropriate, classification series and levels within the series (i.e. I/II, Senior/Lead, etc.). 8. Consultant to present proposed class specifications to employees and supervisors for review, and to receive and incorporate input prior to classification determination. 9. Consultant to finalize class specifications and recommend appropriate classification for each employee, including correction of identified discrepancies between existing and proposed classifications. 10. Consultant to work with Senior Management Staff in presenting work plan to City Council. B. Compensation Survey 1. Consultant to determine appropriate labor market for compensation survey. 2. Consultant to conduct salary survey by comparing salary range for each existing classification. Included in the survey will be the benefit structure for the selected entities. 3. Consultant to recommend appropriate salary range for each existing or proposed position based the Classification Plan and on the compensation survey results, and internal relationships and equity. 4. In addition to Number 3 above, Consultant to perform data analysis and recommend pay structure(s) (grades/classification groups and pay ranges) for each position based on median and mean salary of the comparable cities. Pay structures may be different for different groups, i.e., high-low ranges, step matrix, etc. C. Study Conclusion 1. Consultant to prepare written report of recommendations, including discussion of methods, techniques and data used to develop the Classification & Compensation Plan. 2. Consultant to provide methods and instructional information to allow City staff to conduct individual salary audits and adjustments consistent with study methods until the next formal study is conducted. 3. Consultant to attend meetings, if requested, throughout the process with employees, the City Manager and the City Council to explain methodology, survey results and recommendations. The consultant should budget for two City Council work sessions, one City Council meeting and six meetings with an employee/citizen committee, not including the three kick-off meetings with employees. 4. Consultant to discuss with City Management and Key Staff implementation strategies and present to the City Council. With the assistance of City Staff prepare implementation cost scenarios.