Classification Plan 1. Meet with designated staff members to validate scope of services, methodology, timeliness, and other deliverables. 2. Develop a classification Study that reflects the City of Greenville’s and Greenville Utilities Commission’s overall classification and compensation strategy and includes the clear definition of terms and the development of career ladders for full-time classifications and, in some cases, designated part-time classifications. 3. Review the background materials including organizational charts and related information. 4. Conduct orientation and briefing session(s) with employees, supervisors, managers, and department heads. 5. Design an appropriate job questionnaire for distribution to employees. The form should be available in both hard-copy and in electronic format. 6. Upon receipt of completed questionnaires, conduct interviews with a representative sample of employees and appropriate supervisory and management personnel to confirm content accuracy and resolve inconsistencies. 7. Allocate all employees included within the scope of the Study to an appropriate job title, job class, and FLSA exempt/non-exempt designation. 8. Update job descriptions to uniformly reflect the distinguishing characteristics, essential job functions, minimum qualifications, working conditions, and certification/license/registration requirements for classification as needed. 9. Attend meetings as required. Compensation Plan 1. Identify survey labor market and benchmark classes used for market analysis. 2. Conduct a comprehensive compensation search utilizing other similar public- and private-sector employers as well as utilities. Data may be from reputable published salary surveys and should be identified as such in the summary report of findings. Benchmark employers and surveys used for this Study must be preapproved by the City of Greenville and Greenville Utilities Commission. 3. Complete internal salary relationship analysis, including the development of appropriate internal relationship guidelines. 4. Develop externally competitive and internally equitable salary recommendations for each class included within the Study in order to maintain appropriate competitive position in relation to other employers within the region. 5. Assign a salary range to each classification which reflects the results of the market survey and the analysis of internal relationships. 6. Present survey results to management for discussions and decisions on overall pay philosophy and the feasibility of acceptance. 7. As needed, recommend appropriate premium pay options to supplement the compensation plan. Examples may include pay for certifications, professional licenses, special skills, temporary “acting” assignment at higher level duties, pay alternatives for exempt level workers not normally eligible for overtime, and similar pay practices. 8. Recommend implementation strategies including calculating the cost of implementation. 9. Conduct a compression analysis to identify any extreme current individual or group compensation inequities and provide a recommended corrective action plan and process to remedy these situations. 10. Provide system documentation and computer formats/software to administer compensation plan. 11. Present data-driven rationale for recommendations in written report, and present findings in report form and orally as needed to the management teams at the City of Greenville and Greenville Utilities, to the joint internal Pay and Benefits Committee, and to the Greenville Utilities Commission’s Board and the City Council. 12. Develop a comprehensive employee communications plan to explain the process and final recommendations, including provisions for response to individual questions. 13. Provide training to human resources staff and to management from each department on the utilization and maintenance of the system. 14. Provide the necessary documentation, including the job questionnaires, and other materials so the City of Greenville and Greenville Utilities will be able to maintain the system in consultation with the consultant following the implementation of the plans. 15. Attend meetings as required.
