Specifications include, but are not limited to: The Scope of Work detailed below is to be used as a general guide and is not intended to be a complete list of all work necessary to complete the project. The following are work tasks assumed necessary to complete the compensation study. The project entails three parts, as outlined below. Proposing teams may suggest a modified scope as part of their proposal, but shall include at minimum: Part I – Salary Survey and Analysis • Conduct a kick-off meeting with the County’s RFP Committee to set parameters for the survey, including an agreement on which Bay Area public agencies to include in the survey, the number of which is not to exceed eleven (11). • Using the agreed-to list of agencies, obtain comparable classifications for each of the County management and attorney classifications identified for the survey. For each comparable where there is a partial match only or no match, notes must be included explaining the essential differences, or reasons for ruling a no match. • For each of the classifications surveyed, and in a format acceptable to the County, prepare a sheet identifying the (A) comparable classifications in the comparator agencies, (B) minimum and maximum salary ranges prorated to full-time (1.0) FTE, (C) any anticipated salary increases in the near future, and (D) comparison of the County’s salary against the market median. In Appendix D, a sample spreadsheet is provided. • Identify salary compaction issues that should be considered utilizing the following methods and any other methods firm/individual deems appropriate to conduct a comprehensive analysis: (A) For each classification that is part of a flexibly staffed series, analyze salaries of the series. (B) Review obvious relationships between classifications. A summary of the County’s Compensation Philosophy is included in Appendix E for reference, and an internal pay relationship guideline will be provided at the kick-off meeting. • Prepare a summary report listing classifications that are being recommended for adjustment. Part II – Management Benefits • Obtain list and description of additional management perks, benefits and/or special compensation from each of the agencies surveyed that is above and beyond medical, insurance and pension benefits. • Identify and highlight in the report any perk, benefit or special compensation that is innovative and unique and not yet offered by the County. Part III – Report and Responses to Rebuttals • Prepare a preliminary report of recommendations for Part I and II, and present executive summary to County RFP Committee. Conduct additional research based on questions and concerns posed by the Committee. • Finalize and submit a full Report of Recommendations that includes the survey sheets for each classification reviewed and the list of management benefits. • After the final report is released to County employees and departments, conduct additional research, and respond to any rebuttals to the survey findings.