Specifications include, but are not limited to: 1. The consultant will review all City class specifications. The consultant will work with every City department and modify class specifications that have not been revised in the past three (3) years or create new class specifications, as needed ensuring there is a class specification for each unique position. At a minimum, all class specifications should contain a position’s exemption status under the Fair Labor Standards Act (FLSA) and minimum qualifications (required education level, required licenses, and required minimum experience), other required knowledge, skills and abilities and background requirements. 2. The consultant shall conduct a comprehensive market analysis of both comparable of compensation with private sector employers and public sector employers in Las Vegas/Clark County metropolitan area and any other geographical areas that compare to size and services as the City. 3. The consultant shall review and compare benefits and leave programs from a competitive standpoint using both private and public employers. 4. After reviewing and analyzing the existing union and non-union pay schedules and benefit plans for the City with the comparatives from the private and public sector information, consultant will outline their recommendations in writing. 5. Consultant with the City will create a city-wide cohesive and comprehensive classification and compensation plan, which will assure internal equity and external competitiveness. Recommend appropriate classifications, salary ranges, and create implementation timelines for adjustments. 6. Project trend of total compensation activities for the organizations surveyed and recommend options to maintain a competitive market position. 7. Provide a precise mechanism to appropriately slot classifications not included as benchmarks in the survey. 8. Consultant will recommend a clear process and an appeal process for employees and supervisors to follow for future reclassification requests that may occur in the future. 9. As appropriate, within the total compensation model, determine and memorialize the City’s overall compensation philosophy and determine methods and guidelines for adjustments: skill-based pay, market adjustments, merit bonuses, promotional increases, etc.
