A. Provide a detailed breakdown and description of the specific steps, services and study products that will be provided. Describe how the final product will be structured and presented upon completion. Include any computer/software compatibility information. Firms may elect to include in the section any innovative methods or concepts that might be beneficial to the City as long as the minimum requirements set out in this RFP are met. B. Must meet all legal requirements, be nondiscriminatory, and provide the compliance with all pertinent federal, state and local requirements. C. The classification/compensation and position evaluation system to be developed as the product of this scope of services must adhere to the following basic elements and characteristics: • Review of all job descriptions and recommendation of necessary changes. • Review of each position’s relative value within the organization (internal equity) and establishment of pay ranges, including but not limited to updating existing job descriptions. • The system must address pay compensation and shall be based upon sound compensation principles in which both internal and external equity are considered within the pay structure as well as the concept of equal pay for equal work, equal pay for similar work, and equal pay for comparable work. • Meetings with management to discuss any specific concerns with respect to clarifying any information to ensure a full and complete understanding of the internal and external comparable. The City desires meaningful participation in the compensation/classification process. • A comprehensive final report that includes an overview of the methodology used; comprehensive comparable data related to employee wages and benefits; an analysis of the City’s current salary and benefit structure and programs; and related findings and recommendations. The consultant will be responsible for producing and printing any required reports and such report will be provided in hard copy and in electronic format. • Presentation(s) of findings and recommendations, including presentation to City Council, as appropriate. D. Gain an understanding of the City’s existing classification and compensation structure. Review all background materials including but not limited to job descriptions, classification and salary schedules, organizational charts, etc. A list of all positions is available on the City of Wyoming website: https://www.wyomingmi.gov/About-Wyoming/City-Departments/Human-Resources/City-of-Wyoming-Job-Descriptions E. Review, update, and provide recommendations on the City’s classification and salary schedules: • Review existing position descriptions to ensure current and accurate Fair Labor Standards Act (FLSA) exemption status, essential functions, minimum qualifications for education and experience, required knowledge, skills, and abilities, special requirements, and physical and environmental conditions. • Comparison and analysis of salaries, wages and benefits of like or similar jobs (external equity) in comparable government entities and private employers in the West Michigan area for which the municipality competes for labor supply. • Review existing growth opportunities in certain classifications and make recommendations concerning new growth opportunities.
