Specifications include, but are not limited to: 1. Provide for a comprehensive evaluation of every full-time and part-time job, excluding seasonal positions, within the Town to determine relative worth within the organization for internal equity and for the establishment of pay ranges and step progressions within the ranges. 2. Review all current job classifications, confirm, and recommend changesto hierarchical order of jobs using your evaluation system. 3. Establish appropriate benchmarking standards and conduct salary and benefit surveys as needed for similar positions with comparable communities that the Town of Simsbury has used in the past as required. 4. Identify potential pay compression issues and provide potential solutions. 5. Analyze and recommend changes to the present total compensation structure to meet market analysis. This recommendation may include recommendations for individual positions as well. 6. Compare and analyze the Town’s current operational needs to industry standards and best practices of other communities. 7. Recommend effective recruitment strategies for hard to fill, high turnover positions. Recommendations should include criteria for designating positions as hard-to- fill/critical (e.g., not being able to fill after repeated advertising, competent talent not applying, gaps in talent as compared to position needs, internal talent not available). Additionally, recommending potential opportunities for pay for performance or bonus structure.
