The scope of work shall include but is not limited to: Review background materials including organizational charts, personnel rules, labor and employment agreements, and related information. When there is significant difference in compensation (according to the City), review job descriptions in sufficient detail to explain the difference in pay ranges and additional compensation. Develop and distribute a job analysis questionnaire to each employee as appropriate. Conduct internal salary relationship analysis and make appropriate recommendation. Recommend relevant salary survey benchmarks. Recommend logical and defensible comparable agencies similar in size, operations, and service area. Conduct a compensation survey of the agencies identified in the appropriate market. Survey should also include compensation components the City does not offer. Recommend changes to existing compensation schedule. This should include changes to pay ranges following the market survey and incorporate best practices strategies. Recommend changes to existing classifications or new classifications as appropriate. Recommend deletion of outdated and/or unnecessary classifications.
