Specifications include, but are not limited to: The successful offeror shall complete an employee compensation market analysis (including consideration of employee benefits), an analysis of equity considerations among business units within the client organization, and recommend updates to compensation and benefits practices and policies based on the results of the analysis, supplemented with other relevant data sources. Analysis and recommendations must include an assessment of the appropriateness of the current practices and policies, clear rationales for recommended changes, and an assessment of the impact of changes.; Offerors shall develop a work plan, which includes milestones and a timeline. The timeline should be driven by STATE’s need to complete the survey and final report by October 1, 2022. The successful offeror will be required to provide a verbal delivery of findings and a written electronic report of the study results and recommendations.; Market Survey: The analysis should be based off of existing market data.; Review the current salary structure and compensation strategy with STATE.; Review the methodology and results of market analysis completed previously and recommend changes to the methodology to enhance the utility of the analysis, while ensuring a level of consistency and comparability to facilitate the assessment of trends.; Meet with STATE to explain, identify, and reach consensus on: A list of comparators to be used in the study (counties, cities, special districts, private, state, regional, etc.); A list of benchmark classifications; and Total compensation (including benefits) components of the analysis.; Gather total compensation data (including benefits) utilizing comparable survey organizations, using not only job titles, but also duties and responsibilities based upon the benchmark position descriptions.; Analysis of Competitive Practices: Provide STATE with a preliminary analysis of the overall market competitiveness of the total compensation practices for agency classified employees.; Identify any potential issues related to total compensation delivery (i.e., fixed vs. variable compensation, salary vs. benefits, etc.).; Identify any significant differences in the competitive market among major organizational units and employee categories and/or based on regional market differences within the state.; Recommendations: Develop an externally competitive and internally equitable total rewards recommendation based on the results of the analysis and consistent with STATE’s classification system and established compensation philosophy.; Final Report: Present draft results of market survey data, analysis, and recommendations to STATE three weeks prior to the final report.; The final report should be based off of existing data.
