Specifications include, but are not limited to: 1. Compensation Program. The Vendor, in consultation with the University, shall develop a compensation program for the University that includes 1) equity evaluation for creating and sustaining balance and parity within compensation practices and 2) a performance evaluation system to provide a mechanism for linking compensation to job performance. The Vendor must work with University leaders and unit managers to develop a program that can operate across all division of the University, can be instituted by managers at the local level, and will provide an operational framework for identifying the resources available for meeting the program at the outset and in the future (see more detail in #4 below). The specifics of this compensation program will be used to shape much of the work that follows by enumerating the opportunities and challenges the compensation program provides when modernizing the University’s classification system.; 2. New Position Descriptions and Job Families. The Vendor shall create Job Families consistent with current best practices at organizations of similar size, complexity, and function. By mapping current University Positions into these families, the Vendor shall provide new Position Descriptions based upon the skills and/or subject-matter knowledge, problem-solving ability, and accountability the position requires. Position Descriptions should identify key competencies required for the position rather than a list of tasks that are the responsibility of the position. An expected outcome from this effort is the significant reduction in the number of unique Position Descriptions through the alignment of roles demanding similar competencies across different divisions of the University. In addition, the effort should assist in identifying and developing clear career pathways in certain positions where such promotion is possible within the current system of human resource administration.; Position descriptions will be developed using a template developed by the Vendor for use by the University. This template should include, subject to ongoing discussion between the University and the Vendor, categories such as Job Summary, Job Scope, Accountabilities, Minimum/Preferred Qualifications, Minimum/Preferred Competencies, etc. The template developed by the Vendor shall be the model for the University as it develops new positions in the future. This template must be electronic and able to be incorporated into the University’s web structure. The form, upon completion, must be printable into a readable and editable document as well.; 3. Salary Market Study. In support of the development of pay ranges, the Vendor must undertake a Salary Market Study that serves as the basis for the pay grades and salary ranges to be assigned to the above family-grouped positions. The market study must identify the competitors with which the University must compete for various categories of employees (e.g., local private-sector market or national R1 research universities, etc.) and may need to identify separate premium salary ranges for high-wage, high-demand categories of positions. This study must compare base salary as well as total compensation, which includes all benefits available to Non-Classified staff employees at the University, to base salary and total value of compensation at comparable institutions and/or competing employers as appropriate. The Salary Market Study shall be a separate report that supports the proposed pay ranges and shall identify benchmark institutions and other data used for developing these pay ranges. The report must include an analytical discussion of the benchmarking data noting opportunities and challenges within those benchmark institutions as well as opportunities and challenges to the University if seeking to meet the best practices of these institutions.
