REQUESTS FOR PROPOSALS (RFP)
GRAND COUNTY COMPENSATION PLAN
Grand County is seeking proposals from professional consulting firms or individuals to update its pay plan for approximately 235 full time positions. Class specifications have been developed and these relationships should be reviewed within specific occupational groups and across the entire organization. Combining these with data from a pay and fringe benefit study will provide a current plan that will create internal equity for pay for classes of work, and will also be directly responsive to external labor market forces.
The County recognizes that there should be an appropriate entry and top level of pay for every job in the organization. Additionally, a viable plan may provide a means to reward an outstanding employee or a long term dedicated employee who may have reached the top of his or her pay grade.
The Intent to Bid Form must be returned to Grand County before the RFP package is available.
RFP Package (available electronically when Intent to Bid Form received at Grand County). Grand County will forward package to all bidders submitting Intent to Bid Form in PDF format.
- Full RFP Description
- Service Contract
- Grand County Personnel Regulations
- Grand County Pay Plan (current)
Successful bidder will be required to enter into a Service Contract with Grand County in the form approved by Grand County.
Project to be complete no later than six (6) months after successful bidder executes a Service Contract with Grand County.
All bidders must provide at least three (3) references for like work.
Bid proposals are due in the Office of the County Manager no later than February 26, 2020. Bids will be opened and recorded by no later than February 26, 2020 in the Office of the County Manager and then presented to the Board of County Commissioners for consideration on March 2, 2020. The decision of the Board of County Commissioners will be final. Grand County reserves the right to accept or reject any and all bids and may not select the low bidder. Grand County reserves the right to cancel this RFP for any reason whatsoever.
Questions on this proposal should be submitted in writing to Kate McIntire, County Manager, Grand County, kmcintire@co.grand.co.us or Colleen Reynolds, Human Resources Director, creynolds@co.grand.co.us . Responses will be provided via email to all bidders within two business days of receipt of question.
PURPOSE AND OBJECTIVE
- Assure that the employee classification and compensation plan is current and reflects present levels of compensation in Grand County’s labor market;
- Review existing classes of work to determine whether they should be considered exempt or non-exempt from FLSA requirements.
- Compare fringe benefits with relevant labor market(s).
The objective of the work is to review and update the current compensation plan to assure that it is fair and equitable to the employees as well as those who pay the costs. It should assure that the County can retain and, when necessary, recruit competent employees.
SCOPE OF WORK
Phase I
This phase consists of orientation of the consultant regarding the organization, staffing and functions of the County. It includes the review of current class specifications of the approximately 235 regular full-time employees. This will be accomplished by:
1. The review of available information, policies, and practices, which will impact the work and its results. This will include department organization and staffing, as well as current personnel practices and policies that impact pay and performance.
2. The review of legal provisions and requirements, including statutory requirements that may impact the study.
3. Conferring with County Manager, Elected Officials, Department Heads and Human Resources Director in order to review input regarding their views of compensation problems and needs, and to identify specific areas of concern.
4. County jobs have been classified, so the main objective will be to review them in order to prepare an appropriate pay survey and fringe benefit questionnaire.
Phase II
Gathering, compilation and analysis of survey salary and benefit information and the development of pay range recommendations. This will consist of:
1. Identifying key classes of work and preparing survey document in order to identify and analyze levels of pay and fringe benefits.
The survey would include approximately 25 comparable employers within Grand County’s labor market, public and private, including: US Government, State Government, County Government of like size and location within Colorado as well as adjacent counties, schools and colleges, local private employers, local municipalities.
2. A survey document will seek entry level, mid-point and maximum pay for each key class included. This document will be mailed to participating counties and certain entities. The local pay survey will be conducted in county, as far as possible.
3. Converting data into common denominators.
4. Performing analysis of pay and benefit data provided by those employers included in survey.
5. Preparation of recommended pay grade and range schedules and assignments to pay grades for each class of work in the plan. This will include:
a. Determination of appropriate internal relationships of the classes based upon classification factors;
b. Development of a salary schedule or schedules that will meet the needs of the County’s compensation program and relate to the County’s labor market.
c. Review and analysis of data of the survey, and based on findings application of those results to the recommended grades and ranges of the pay plan. Classes other than key
classes will be assigned to grades of pay, based upon the ranking method of evaluation of the classes.
d. Review and analysis of employee benefits provided by employers in the survey.
e. Comparison of benefits provided by those employers with benefits of the County which might be revised, in order to be competitive, reflect current practices, and meet the needs of the County and its employees.
6. Based on the findings above, prepare a plan, or if necessary, alternative plans for the implementation of salary recommendations, including calculation of detailed cost estimates of implementation for each alternative. This will permit implementation of the classification and pay plan at a level, which is compatible with County policies, capacity of funding, and employee needs. If pay and benefit recommendation are close to the County ability to fund, alternative plans may not be required.
7. Review each class specification and make recommendation as to whether the job should be exempt or non-exempt from FLSA requirements pertaining to overtime pay. It is anticipated that review of this step will be made with input from the County Attorney.
During the work, consultant will maintain liaison with County Manager and/or Human Resources Director. Consultants may be asked to make a presentation of the final plan to the Board of County Commissioners.
PREPARATION OF FINAL WORK PRODUCTS
Consultant to prepare and submit to Grand County five (5) hard copies and one electronic copy of final compensation plan or alternate plans. All work products of this project are the sole ownership of Grand County who can choose to use the information in any way and form it chooses.
INTENT TO BID
GRAND COUNTY COMPENSATION PLAN
Grand County requests that interested Proposers file this form indicating their intent to submit a proposal in response to this RFP.
By submitting this form, the proposer identified below is expressing to continue in the RFP process, but is under no obligation to actually submit a proposal.
Consultant or Individual Name_______________________________________________
Principal (if firm)__________________________________________________________
Address_________________________________________________________________
Phone number____________________________________________________________
Email___________________________________________________________________
Colleen Reynolds
Grand County Human Resources
PO Box 264
Hot Sulphur Springs CO 80451
Email: creynolds@co.grand.co.us
Fax: 970-725-3665
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