3.1. PURPOSE It is the intent of Hampton County School District (hereinafter referred to as the "District") to solicit interest and credentials from qualified consultants to conduct a comprehensive compensation and classification study of jobs in the District. Requested services include: job analysis; job description development, evaluation and update; wage and salary survey preparation and analysis; pay range determination; position and pay classification; and preparation of required reports. Firms interested in responding should have experience and qualifications in the development and maintenance of classification and compensation systems, preferably in a K-12 educational environment. This RFP describes the project, the required scope of services, the qualifications the District is seeking in a consultant, the minimum information that must be included in a proposal response, and the consultant selection process. 3.2. PROJECT OBJECTIVE Principally, the goal of the District is to: • Recruit and retain a high-quality workforce • Compete with comparable districts and other local places of employment • Offer fair and competitive compensation for all positions • Update current job descriptions • Increase the starting salary and extend years of service on the current Certified Staff and Classified Staffsalary schedules in order to attract and retain the most highly qualified and effective employees 3.3. SCOPE OF WORK The Compensation and Classification Study (Study) shall represent a thorough and comprehensive review of all aspects of the District’s current classification and compensation system. The recommendations offered in this study should be designed to increase the market competitiveness of the District’s compensation program within the regional marketplace and provide increased internal equity among positions. Implementation of these recommendations should help the District attract new employees and retain current employees needed to meet the District's needs. The completed study should also include the methodology used to develop new classification descriptions, a classification system, a compensation plan, and options for implementing a new compensation program. All Respondents must be able to provide the following: 1. General Preliminary and Closing Activities Meetings will be held with the District Superintendent, Chief Finance Officer and Senior Leadership to: • Discuss any specific concerns of the District with respect to the activities to be accomplished. • Present, discuss, and provide written copies of the strategy, methodology and timelines for the activities to be performed. • Present findings, reports, training materials, recommendations, etc. related to the activities performed. Meetings held with District personnel in relation to the job analysis and salary classification plan to: • Gather information regarding the activities to be accomplished. • Present data gathering forms and/orsurveys that will be distributed to District employees and external sources for review and approval before dissemination. • Discuss scope and progress of work at timeline intervals. • Explain specific procedures and expected activities required of District staff. • Present preliminary findings, reports, training materials, recommendations, etc. for review and discussion prior to presentation to administrative staff. Meetings held with the School Board of Trustees to: • Provide an overview of the work to be accomplished. • Explain specific proceduresto be undertaken to complete the activities, such as how job information will be collected, etc. • Explain and provide written copies of the project schedule, milestones and expected outcomes. • Present findings, survey results, recommendations, etc. 2. Data Gathering The Data Gathering Phase includes gathering of the necessary information through the use of questionnaires, job audits, personal interviews, or other accepted methods to develop and/or revise job descriptions related to positions, tasks, and responsibilities. All job descriptions will be reviewed in conjunction with the functional business area with a focus on core position duties. This phase will also include the following: • Consultant will work with the Hampton County School District Human Resources Department and Payroll Supervisor to ensure job description/ responsibilities are available for each employee and assist in the development of these job descriptions. • Conduct a review of the match between the job title and the job responsibilities. • Provide recommendationsrelative to the educational background of the employees by position (required or preferred). • Determine Fair Labor Standards Act (FLSA) designation for each job title/classification. It is anticipated that a review of this step will be accomplished with input from the District.
