Specifications include, but are not limited to: Task 1: Project Kick-Off The Contractor shall: 1. Conduct preliminary administrative tasks including, but not limited to: a. Review current classifications and compensation and other background materials for all Valley Metro fulltime positions a. Establish an agency-wide communication plan and identify stakeholders b. Provide recommendations for best communication methods and draft communications (after considering existing communication avenues): i. Key messages to convey to stakeholders and workforce ii. Frequently asked questions and answers document to be posted on Valley Metro’s intranet site or distributed directly to employees iii. Periodic project updates iv. Talking points and summary presentations to key stakeholders c. Logistics (e.g., timeline, responsibility, and implementation strategy) b. Meet with Valley Metro staff to finalize project specifics such as project goals, opportunities, information needs, roles and responsibilities, timelines, expectations, and communication protocols including biweekly status reports to the Project Oversight Team. Status reports may be required more frequently at certain milestones. c. Determine the need for other work groups or committees such as a Steering Committee and/or Advisory Committee. Task 2: Data Collection and Assessment The Contractor shall: 1. Work with the Agency to: a. Clarify market position goals and align jobs into a job architecture and classification structure easily understood by employees and easy to maintain; b. Establish benchmark job positions of at least 50% of classifications. If classifications are reduced the Contractor shall provide guidance on the appropriate number of classifications to benchmark; c. Identify comparable employers and other data sources (existing survey data from the consulting firm may be considered if the existing survey data is relevant and less than one year old); d. Identify comparable public transit agencies, local member cities, and private sectors for use in market comparison; e. Schedule and interview staff, as needed, in conjunction with HR. 2. Review Valley Metro’s current pay policies, practices, pay schedules, forms, classification and compensation structure, philosophy, and history. 3. Review Valley Metro’s current total compensation package (including pay, merit increase, benefits, Paid Time Off (PTO), work schedules, etc.). 4. Conduct a comprehensive job classification study of the pay ranges and structure. 5. Develop methods and deploy tools for data collection (e.g., Job Description Questionnaire). 6. Conduct training on tools for data collection (e.g., present and review with agency-wide staff the Job Description Questionnaire or other tools used to complete the study to introduce and educate participants on process and expectations). 7. Analyze jobs under study and identify where progression is possible within job families. 8. Aggregate and assess the data collected. 9. Determine what changes or modifications to the current system are required for market competitiveness. a. Review job evaluation approach and recommend best practices; b. Review current pay grade spread and pay range crossover; c. Review and recommend current residency requirements for department directors; d. Recommend a method to maintain internal equity and eliminate or minimize range crossover; e. Update job descriptions to streamline the format; f. Review supervisor and manager titles throughout the compensation structure; g. Provide recommendations for those topped out of range; h. Recommend best practices for compensation philosophy. 10. Develop a cost estimate for resolving any inconsistencies between internal equity and external competitiveness. 11. Develop recommendations for an implementation strategy, including a communication plan.
