Specifications include, but are not limited to: 4.1 Classification Analysis 1. Gain an understanding of Nye County’s existing classification and compensation structure. Review all background materials including, but not limited to, Personnel Policies, organizational charts, classification specifications, etc. 2. Conduct interviews and/or job audits as appropriate. Interviews and/or job audits may be conducted individually or in groups based upon classification. 3. Review existing position descriptions to ensure current and accurate Fair Labor Standards Act (FLSA) exemption status, essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; update the descriptions as needed. 4. Ensure position descriptions are in full compliance with all applicable federal, state, local statutes, and regulations, including the FLSA and Americans with Disabilities Act (ADA). 5. Ensure position descriptions are assigned within the classification system, reflecting equitable placement between various position responsibilities; provide a scoring mechanism for the placement of those positions in the classification system and a recommendation on updates thereafter. 6. Review existing growth opportunities in certain classifications and make recommendations concerning new growth opportunities. 7. Facilitate draft job description review and employee feedback process and provide support for any informal or formal appeals. 8. Present proposed recommendations to the County Manager, Assistant County Manager and Human Resources Director for review prior to making any final classification determinations. 9. Submit recommendations for appropriate implementation measures that the Human Resources staff will need to take. 10. Provide a straightforward, easily understood, maintenance system that the Human Resources Department will use to keep the classification system current and equitable. The classification system should be provided in an electronic medium. Maintenance should include annual activities, as well as the process we would use in the review of the classification of individual jobs, as needed. 11. Conduct a comprehensive training program for Human Resources staff to ensure the staff can explain and administer the new system in the future. The training program should be clearly spread out in the proposal. 12. Prepare a final classification report and assist staff with a presentation of the same at a public meeting of the Board of County Commissioners.
