County seeks firm to review County’s existing position classification and compensation plan for internal equity and external competitiveness and provide creative strategies that would enhance County’s ability to meet objectives. Selected firm will conduct a position classification and compensation study of public and private employers providing comparable services and provide a comparative analysis identifying County’s competitive position in the labor market. A. Provide a comprehensive evaluation of each County classification to determine relative worth within the organization for internal equity and for the establishment of pay ranges and step progression within the ranges. Leadership and employee meetings and questionnaires may be used. B. Review all current job classifications, confirm, and recommend changes to hierarchical order of jobs using an evaluation system. Class specifications should be provided for any recommended new or significantly modified classifications. C. Establish appropriate benchmarking standards in collaboration with County’s Human Resources Director and conduct salary and benefits surveys as needed for similar positions with comparable North Carolina government entities and private employers within County’s geographic area. D. Identify incidences of potential pay compression and provide potential solutions. E. Analyze and recommend changes to the present compensation structure to meet market analysis. This recommendation may include recommendations for individual positions. F. Evaluate job classification designations of exempt and non-exempt to ensure compliance with the Fair Labor Standards Act (FLSA). G. Provide a draft study report and meet with the County Manager, Human Resources Director and/or Management Team to discuss preliminary or initial findings. H. Produce a final written comprehensive position classification and compensation study report that minimally includes final recommendations, methodology, identification of comparators, major findings, an implementation plan for applying recommended classification and compensation adjustments and an analysis of the financial impact. Provide electronic file and twelve (12) hard copies of the final report. I. The firm should expect to conduct at least one (1) presentation to the County Manager, Human Resources Director and/or Management Team, and one (1) final presentation to the Board of County Commissioners. J. Provide a manual and training to Human Resources staff enabling maintenance of the recommended classification and compensation plan.
