1. In consultation with Town’s Sr. Leadership, identify and recommend appropriate list of agencies to be invited to participate in the benchmarking of relevant data. Preparation and presentation of said list to elected Town Officials with the intent of reaching consensus that said list is a relevant and complete representation of like agencies the Town should be evaluating when determining final total compensation adjustments and policy decisions. (Note that the final list of invitees may include private employers if specific positions are deemed to be similar enough to be part of the comparative group.) 2. Review current job descriptions for each identified position and recommend appropriate revisions ensuring compliance with state and federal requirements, documenting key responsibilities, skills, education, and experience requirements for the job and make recommendations for revisions where necessary. A review of current and recommended FLSA classification (exempt vs non-exempt) is expected. 3. Conduct a comprehensive external benchmark pay analysis, applying local market factors of the identified positions. This evaluation shall take into consideration starting wages, frequency and amounts of any subsequent “policy” increases (probation increases, etc), Career Development increase opportunities, merit increases, service recognition pay, COLA increases, sign-on bonuses, shift differentials, stipends, overtime availability, any specialized pay opportunities, as well as; the value of health and welfare benefits (including eligibility timelines and Town contributions toward premiums), paid time off, number of hours worked and any other compensation or fringe benefit offerings the Town should be aware of and possibly consider in order to be competitive. Of particular note, unique schedules and practices for police and fire departments are to be examined closely. 4. Complete an internal salary relationship and pay equity analysis, identify actual and potential problem areas including starting pay, compression, inequitable opportunities for pay progression and recommend salary adjustments for existing employees and/or pay policy adjustments accordingly. 5. Prepare and present the final report to Town Sr. Leaders, including the analysis of the current total compensation plan, recommendations for changes, proposed timeline and cost to implement. These recommendations are to be made both as individual policy / benefit recommendations as well as an aggregate recommendation with financial impact estimates included. The Town envisions that there may be subsequent phases to this project to procure and implement the recommended solutions. The Town reserves the right to retain the selected contractor for these subsequent phases if the Town is satisfied with the work performed.
