Specifications include, but are not limited to: Mountain Line was formed in 2006 to provide public transportation services in Northern Arizona as well as to plan and implement additional services as requested by partner agencies and surrounding communities. Mountain Line wants to keep wages and positions competitive in the community and within the transit industry to ensure that we attract high quality candidates to career our mission and goals. The last wage study was completed in spring of 2023 and changes were implemented July 2023 by the Management Services Director with input and review by a consultant. We implemented identified market adjustments in spring of same fiscal year. We try to evaluate wages every couple of year and would like to complete an evaluation of pay range by position to ensure the competitiveness and reasonableness of existing wages. In addition to evaluating compensation by position, we require a review of our pay plan and compensation philosophy which were established in 2023. As time and funding allow, evaluate performance tables and present options of other pay for performance programs, i.e. grades and percentage increases. Next Steps: This RFP for Human Resources Consulting is being released to identify a qualified vendor to perform these services for Mountain Line on a repetitive cycle. It is expected the compensation by position would be reviewed every 2-3 years with the pay plan and compensation philosophy review only being completed in the initial year. Statement of Work • Human Resources Consulting – Evaluate existing positions and pay ranges to determine if they are above or below market. Market evaluation should include peer systems and communities with consideration for Flagstaff cost of living and job market. Identify alternative pay ranges and present impact statement for recommended adjustments. • Compensation Administration – Review the existing, approved pay plan and compensation philosophy of the organization. Identify alternates with financial impacts for adopting a different pay plan or compensation philosophy. Evaluate established pay range tables and advise on options for other ways to establish ranges, steps, advancements, etc. Any changes will need to provide adequate recognition of performance and longevity as well as provide for management approval. Prepare impact statements for change of philosophy, i.e. use 75th percentile of market for setting mid-range instead of 50th.
