The selected consultant will be expected to perform the following tasks: A. Market Analysis and Benchmarking - Identify and justify a set of appropriate comparable municipalities and public employers (regional and/or statewide). - Conduct a thorough market survey of wages and benefits (including insurance, retirement, PTO, and allowances). - Benchmark positions across departments, with particular attention to recruitment/retention challenges in Police, Public Works, and administrative roles. B. Internal Equity Review - Analyze internal alignment and equity among positions and pay grades. - Identify compression issues and make recommendations for adjustments. - Provide a defensible methodology for classification and compensation alignment. C. Benefit Assessment - Evaluate the competitiveness of the City's total compensation package. - Provide analysis of indirect benefits including but not limited to health insurance, retirement contributions, certifications, uniform allowances, tuition assistance, and incentives. D. 3-Year Implementation Plan - Recommend a phased implementation strategy over three fiscal years (FY 2026 – FY 2028). - Include cost estimates by fiscal year with low, mid, and high-range options. - Prioritize adjustments based on equity, critical recruitment needs, and market gaps. E. Creative Salary & Classification Solutions - Propose innovative, non-salary-based options (e.g., step plans, pay-for-performance incentives, bonus structures, retention stipends, career ladders). - Recommend solutions that consider long-term sustainability in a small but growing city environment. - Address current and projected staffing needs in context of future growth and service demands.
