Provide a comprehensive evaluation of every job within the Town to determine relative worth within the organization for internal equity and for the establishment of pay ranges within the ranges. 2. Review all current job classifications, confirm, and recommend changes to hierarchical order of jobs using the consultant’s evaluation system. 3. Establish appropriate benchmarking standards and conduct salary surveys as needed for similar positions with comparable Tennessee municipalities as required. 4. Identify potential pay compression issues and provide potential solutions. 5. Analyze and recommend changes to the present 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 cities or municipalities of similar size. 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.
