Specifications include, but are not limited to: • Initial meeting with the City’s Personnel Working Group to discuss scope of services and an agreed-upon methodology and scheduled regular meetings to discuss progress or clarify the information provided. • Review relevant background materials, including but not limited to the City’s Classification Plan (Attachment A), Organizational Chart (Attachment B), Salary Schedule (Attachment C), existing position descriptions included under the Classification Plan (approximately 75), authorized staffing/allocations, and the City’s personnel practices and policies (Title 23 of the Kenai Municipal Code). The City of Kenai regularly updates its Classification Plan and position descriptions and uses a job evaluation tool to establish the salary range for each position classification. The City of Kenai will provide position descriptions and personnel practices and policies related to classification. Job questionnaires and interviews with employees will not be necessary to accomplish this task. • Review and evaluate the City’s existing job evaluation tool, provide comments on its strengths and weaknesses, and propose improvements or recommend a new framework. The City will provide a copy of its existing job evaluation tool. • Analyze the duties and responsibilities of each position and determine the relative internal value of the position compared to other jobs within the City’s Classification Plan to ensure that each position is assigned to the appropriate job classification, FLSA designation, and benefits eligibility based on the kind and level of its duties and responsibilities, job requirements, and other factors that can affect job responsibilities. This may be accomplished using the City’s job evaluation tool or another agreed-upon method if recommended and accepted by the City before use. • Provide recommendations related to the duties and responsibilities of each position, including but not limited to minimum qualifications, degree or background check requirements, and compliance with State of Alaska and federal law. • Analyze the City’s salary structure and internal relationships, including the development of appropriate internal relationship guidelines, analysis of job families or groups, internal hierarchy based on job relationships, value differences between class levels and pay levels, and perform a compression analysis and make findings. • Provide recommendations, including but not limited to identifying what job classifications should be added, removed, amended, or consolidated, changes to position descriptions or job allocations, changes to classification practices and policies, and changes to the classification structure. An analysis must be provided to support recommendations and propose implementation methods. • Prepare a preliminary report, executive summary, and final report of all classification findings and recommendations. Reports must be logical in design and easy to understand. • Propose options for addressing all areas identified in the findings. • Develop implementation strategies related to all areas identified in the findings. • Provide Human Resources staff with training and written materials related to any recommendations, findings, and implementation strategies. • Prepare a final 2023 Classification Study report and provide an electronic version of the report. The report must be logical in design and easy to understand. • Present report and findings to the Kenai City Council in person in Kenai, Alaska, at a regular City Council meeting or Work Session.
