1. Classification and Grading: The Contractor shall develop a comprehensive job classification system to categorize positions based on their relative value. The Contractor shall establish salary bands for each job grade. Define salary ranges associated with each tier, including minimum, midpoint, and maximum salary levels. The Contractor shall establish master job descriptions for each job grade with enough flexibility to meet varying departmental and administration needs. The Contractor shall determine appropriate salary ranges within each band, considering factors such as experience, education, and performance. The Contractor shall develop criteria for determining when an employee’s salary should be above or below the midpoint of their salary band. 2. Job Analysis: The Contractor shall make recommendations on existing staff using recommended classification and grading by executing the following: Conduct a thorough review of all job titles within LSUHSC-S; Evaluate existing job titles and descriptions to identify mismatches and misalignments; Assess the duties, responsibilities, and required qualifications for each position; Identify inconsistencies or mismatches between job titles and actual job responsibilities; and Propose alignment with new classification and grading plan based on findings. LSUHSC-S believes the use of position description questionnaires to collect job information would be a valuable tool, but ultimately, how interviews and qualitative data are collected is at the Contractor’s option. 3.Salary Structure Analysis: The Contractor shall evaluate current salary ranges for each new/recommended job title/tier. The Contractor shall identify instances of pay compression or inequities. The Contractor shall assess alignment of salaries with regional market rates, state funding constraints, and internal equity. The Contractor shall make recommendations on phase-in plan based on highest risk, retention/prioritization, and cost/budget constraints...
