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Classification and Compensation Study


Location
South Carolina
Publication Date
07/09/2019 02:53 PM EDT
Closing Date
08/06/2019 09:00 AM EDT
Issuing Organization
Town of Hilton Head Island
Solicitation Number
Description

Specifications include, but are not limited to: A. Classification and Compensation Strategy Review: 1. Analyze the Town’s current program, strategies and methodology to identify its current strengths and weaknesses; 2. Identify areas where the current system is not meeting organization objectives; 3. Identify alternative strategies for the compensation program; 4. Determine strategies needed to incorporate classification and compensation strategy into Town’s total rewards goals and objectives; 5. Determine strategies needed to achieve Town goals and objectives; 6. Review the Town’s mission statement and develop options for aligning compliance to job performance and compensation; 7. Examine all facets of pay equity and determine strategy for Town to achieve and maintain equity; 8. Develop a communication plan to educate stakeholders regarding study; 9. Develop an overall implementation plan, including a timeline with specific milestones defined Available Town Staff Support: Town Human Resource staff shall provide all classification and compensation documentation needed for review in advance of project kick-off meeting. B. Classification Study: 1. Identify or develop appropriate data collection instrument (i.e. questionnaire) and process for review of current class specifications/job descriptions; 2. Develop employee/supervisor orientation (communication) regarding overall study and how to complete data collection instrument; 3. Use data collection instruments, individual interviews, group interviews or other processes as needed to clarify understanding of positions; 4. Develop model classification structure (job description format) consistent with strategic organization objectives; 5. Facilitate acceptance/approval of model classification structure; 6. Develop new or revise existing class specifications/job descriptions; 7. Facilitate organizational review and acceptance of new class specification/job descriptions; 8. Review FLSA exemption designation of each job class and recommend changes if warranted; 9. Develop/implement process to obtain employee input, inquiries, and/or appeals regarding their placement in the classification structure; 10. Evaluate employee input, review proposed allocation and make final determination regarding each position

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