Specifications include, but are not limited to: Assess the current compensation program. • Work with DART’s Leadership Team to develop a compensation philosophy. • Review the methodology and survey instrument to be used in the evaluation with DART’s Leadership Team prior to commencing the accumulation of data. • Review DART’s current total compensation practices and salary structure against those of local public agencies, geographically appropriate private sector employers and comparable transit agencies. • Determine where DART’s current total compensation package ranks with respect to appropriate labor markets. • Recommend a salary structure for administrative employees that includes grade differentials, range spreads, and takes into account incentive compensation plan options if appropriate based on market data. • Recommend where each of DART’s current 52 administrative positions should fall within the recommended structure. • Compare the employee benefit and incentive compensation packages at benchmark employers to each administrative position at DART. • Collect data as to FLSA (Fair Labor Standards Act) status of all surveyed positions. • Establish a trend line in accordance with recommended compensation philosophy (i.e., where DART wants to be in relation to salary ranges in the industry). • Resolve any inconsistencies in the survey data and be prepared to discuss the particulars of any survey data presented.
