Specifications include, but are not limited to: This project will encompass a thorough wage review and market analysis for Non-represented and AFSCME represented employees, as well as look at internal equity and pay equity within the organization. A compensation structure will be recommended that includes methods to easily update the wage structure as new market indicators and minimum wage changes occur; as well recommendations for addressing employee and position equity, advancement, and development. The consultant must be prepared to guide the County through processes to facilitate project planning and engage County leadership on establishing comparable agencies, updating the County’s compensation philosophy, and reviewing salary structure for competitiveness and equity. The consultant will conduct strategy meetings with stakeholders, review all positions within the scope of the project, collect salary survey data, and make compensation recommendations to salary ranges and structure. The consultant will review existing policies and procedures applicable to administering compensation to ensure the County is meeting current state or federal labor compliance requirements and best practices and managers and leaders are able to administer compensation in a disciplined way to ensure that compensation of employees across the County is managed equitably and consistently. The consultant will also review internal equity for outliers and areas of compression and complete an analysis ensuring the County’s compliance with pay equity laws. A report will be generated and presented that will include deliverables that address the requirements listed above, and also include a proposed Pay and Classification Plan, Internal and Pay Equity Plan, Policy and Practice Development Plan, and an Implementation Plan that includes implementation options and the projected cost impact associated with each option. Throughout the process, the selected consultant will assist the County with appropriate stakeholder communications.
