The purpose of this project is to see where the City of Flowery Branch’s positions and pay scale are in relation to similar positions in our market and receive recommendations on any adjustments that may be necessary to support employee recruitment, retention, and job satisfaction. This work will include reviewing the compensation structure and responsibilities of existing positions, new positions, and position clusters (job families) to ensure recommendations are consistent with other public sector agencies’ salary and classification schemas. All work will be done with the regular involvement of the Human Resources Director, the City Manager, the Finance Director and other Department Heads and key personnel as necessary. JOB CLASSIFICATION AND COMPENSATION PLAN STUDY I. Specifications A. Conduct a comprehensive benchmark analysis of all City positions with comparable surrounding (regional) jurisdictions and applicable public sector competitors. This analysis must include TOTAL compensation package (pay, benefits, paid time off, retirement, etc.) B. Identify potential pay compression issues and provide potential solutions. C. 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; Update the descriptions as needed. D. Review existing position titles to ensure uniformity across City departments and comparable with surrounding jurisdictions. E. Gain an understanding of the City’s existing classification, grouped positions and compensation structure and revise where needed. F. Review all background materials including, but not limited to, existing salary scale, organizational charts, classification specifications, etc. G. Perform a pay compression analysis of all City positions. H. Schedule an initial meeting with the City Manager, Human Resources Director, Finance Director, and other required personnel to discuss the process and tasks to be performed in the study to include reasonable dedication of key personnel. I. Meet with department heads to explain study and process to be used. J. Provide frequent updates to Human Resources Director, point of contact. K. Review current compensation plan (salary grade levels and steps) and understand current challenges in recruiting and retaining employees. L. Recommend and identify a consistent and competitive market position that the City can strive to maintain. M. Recommend comparable public-sector labor markets for compensation salary. N. Develop and conduct a comprehensive compensation and benefits survey
