Specifications include, but are not limited to: The Department of Administration (DOA) requests proposals for a vendor to work directly with the Division of Human Resources, Office of Human Capital Management, Executive Director of Human Resources, and senior level staff to redesign the current compensation structure for the Executive branch; revise existing job classifications/job families; recommend an implementation and communication plan for key stakeholders including department directors, State employees, and collective bargaining units. As part of the compensation study, the vendor will be expected to conduct a local and regional labor market review of comparable/equitable classifications to determine competitive wage levels. Further, working collaboratively with Human Resources and as needed, the Department of Labor & Training, produce a reorganized classification schema to allow for a competitive alignment with the labor market to better attract, recruit, and retain talent. The benefits of the compensation study will be: • Development of competitive compensation packages (to include benefits, PTO, holidays, etc.) that more accurately reflects labor market realities. • Enhanced positioning of the State to attract and retain highly qualified talent. • Greater confidence that the State workforce is competitively compensated. • Streamlined employee career paths within and across defined classified job families. • Improved ability to more accurately and consistently reclassify employees experiencing job/position changes based on evolving job functions. • Increased ability to efficiently guide the development of new classifications and/or modify existing classifications to meet changing needs and departmental development.
