Specifications include, but are not limited to: • Review of Current System and Structures: The selected consultant will gain an understanding of the Judicial Branch’s current compensation system, structures, and philosophies by reviewing the background materials, policies and procedures, pay plans, and collective bargaining agreements (pay grades and salary ranges). Information is collected and reviewed to inform the project framework and methodology. • Framework and Methodology: The selected consultant will work with the project team to assess its goals and recommend appropriate methodologies and framework for achieving those goals. • Job Evaluation: The selected consultant will conduct job evaluations, identify existing market data sources with the assistance of the project team, and determine the most appropriate job evaluation method. • Data Collection: The selected consultant will conduct a compensation study that provides market data and analysis of relevant public and private sector salary comparisons for approximately 70-85 selected benchmark job classifications to include job classifications in each job family. The selected consultant will review survey benchmark descriptions to determine the level of match with Judicial Branch classifications, verifying the nature of work and job duties through classification specifications and position description questionnaires (individual incumbent job descriptions). • Competitive Benchmarking and Surveys: The selected consultant will establish appropriate benchmarking standards and conduct compensation surveys as needed for similar classifications. It may include and is not limited to comparison of pay ranges provided to employees in similar positions in Minnesota state government, local government agencies (counties and cities), other related public sector organizations, and the private sector. The emphasis is on local markets. Research should also include state and federal court system classifications in comparable markets.
