Specifications include, but are not limited to: 1) to have competitive wage and salary ranges comparable to municipalities of the same size and nature; 2) to examine total compensation, including benefits; 3) to have guidance related to the pay scale grid moving forward; 4) to complete a pay equality analysis.; The Consultant shall take into consideration the benefits offered by the City of Essex Junction compared to other municipalities/employers, years of service with Essex Junction and years of experience in similar positions with other employers, current and recent open positions in the job market, and total compensation for similar positions with similar employers. Specific requested tasks are: 1. An organizational meeting with the Essex Junction HR Director and City Manager to discuss the goals and objectives of the study. 2. A thorough job analysis process, including a review of position duties and essential functions, utilizing the job descriptions. 3. A compensation and pay grid analysis that includes a survey of wages and benefits of Essex Junction’s current employees and positions compared to similar municipalities/employers. 4. Recommendations on the pay grid system, pay ranges, and benefits designed to be maintained long-term to ensure Essex Junction is a competitive employer. 5. A compensation and pay grid analysis that addresses the compression issue when hiring. 6. An internal equity analysis with recommendations to address any pay gaps. 7. A preliminary findings meeting with City representatives including but not limited to the City of Essex Junction City Manager and HR Director. 8. A final report, with an executive summary, delivered to Essex Junction.
