The selected proposer will: 1. Provide for a comprehensive evaluation of every job within the City to determine relative worth within the organization for internal equity. 2. Establish appropriate benchmarking standards and conduct salary analysis as needed for similar positions in the regional labor market, to include both public and private sector throughout the South Carolina Lowcountry region as well as adjacent communities in southern Georgia 3. Analyze current workforce within the context of the City’s established priorities and workload to determine if the current number of staff (FTEs) meets organizational needs. Based on this analysis, provide recommendations for the addition or elimination of FTEs. 4. Recommend salary range for each position based on the compensation survey results and establish a plan for progressions within the ranges. 5. If needed, prepare a new salary structure based on the results of the survey and best practices. 6. Identify potential or existing pay compression issues and provide solutions. 7. Identify any extreme current individual or group compensation inequities and provide a recommended corrective action plan and process to remedy deviations. 8. Analyze and recommend changes to the present compensation structure to meet market analysis. This should include recommendations for individual positions, and cost impacts. 9. Recommend implementation strategies for compensation practices, based on market demands, including pay for performance, skill pay, certification/education compensation, special assignment compensation, bilingual pay, promotional pay, and acting assignment pay. 10. Develop guidelines to assist City staff with determining the starting pay for new employees based on knowledge and experience above the minimum requirements of the position, how difficult the position is to fill, and market competitiveness.
