1. Conduct a comprehensive review of the City’s classification structure, including job descriptions, titles, and organizational hierarchy. 2. Perform a market analysis comparing the City’s compensation and benefits with peer municipalities and relevant labor markets. 3. Evaluate internal equity across all job classifications, identifying any pay disparities or compression issues. 4. Assess the City’s compensation package, including health benefits, retirement package, paid leave, and other incentives such as life insurance. 5. Provide updates to the classification system, including job titles, pay grades, and career pathing opportunities. 6. Develop a compensation philosophy and implementation strategy that is sustainable, transparent, and legally defensible. 7. Provide tools and training to Human Resources staff for maintaining the classification and compensation system in the future. 8. Develop a salary structure that includes steps to account for years in services, experience, and qualifications.
