Specifications include, but are not limited to: General Tasks 1. Meet with the North Dakota Court System Personnel Policy Board via electronic means to discuss how the project will be conducted. 2. Regularly provide progress reports to the Program Administrator assigned to the project. 3. Hold focus group discussions or individual interviews as needed to collect or verify information, gather input or develop consensus. 4. Attend a meeting of the North Dakota Court System Personnel Policy Board to present study findings. 5. Provide a written final report summarizing all project steps, findings and recommendations. Tasks related to Classification Study 6. Review and evaluate the current classification and pay grade structure, methodology and position placement within salary ranges, which would include the number of classifications, number of pay grades and the percentage spread for the pay ranges. 7. Identify problem areas within the internal compensation system and propose implementation methods to correct any identified problems. 8. Identify positions which may be undervalued or overvalued by the current classification system and propose appropriate adjustments. 9. Determine whether job descriptions accurately describe the duties being performed and if the minimum qualifications reflect the needs of the position. 10. Recommend updated job descriptions and title changes, if needed. 11. Develop additional job descriptions and titles, if needed or conversely, recommend elimination or merging of job descriptions and titles, if needed. 12. Review the classification matrix system and recommend changes, if needed. 13. Recommend placement of each position within the classification plan. 14. Provide a recommendation on the applicability of the court system's classification system to the positions assigned to the JCCDB. 15. If recommendations include a new classification matrix, provide sufficient training to assist the court system to initially implement the matrix and to maintain the integrity of the application of the classification system over time. Tasks related to Compensation Study 16. Review total compensation package compared to those offered in similar markets. 17. Review current pay ranges, job descriptions, and relevant pay exception policies. 18. Analyze current pay practices, policies related to pay, and market position and recommend changes to the system to assist with successful recruitment and retention of employees. 19. Identify appropriate benchmark positions for the compensation study. 20. Provide market data and analysis ofrelevant public and private sector comparisons for selected benchmark positions. The vendor will be expected to re-examine markets used for past studies or propose comparable substitute markets.
